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From YouTube: Pittsburgh City Council Post-Agenda - 1/31/23
Description
Discussion on the state of policing in Pittsburgh
A
A
Thank
you,
I
want
to
thank
everybody
for
being
here.
My
name
is
councilman
Anthony
coghill
and
welcome
to
the
post
agenda
on
the
state
of
the
Pittsburgh
Police
Force
I
wanted
to
have
this
meeting
to
go
over
a
number
of
things
and
we'll
get
into
that
shortly.
But
if
we
could
start
with
introducing
ourselves,
we
have
the
administration
here
and
we
have
fop
Lodge
one
representatives
from
both
and
we
could
miss
Frank.
We
could
start
with
you
please
I'm.
A
Thank
you,
ladies
and
gentlemen.
We
do
have
council
members,
Barbara
Warwick
at
the
table
with
us,
councilwoman
Erica,
strasberger
and
councilman
Bruce
Krauss,
who
chairs
Public
Safety.
So
thank
you
for
being
here.
All
of
you
appreciate
it
so
so
first
I
want
to
start
with
Jason
I
want
to
thank
you
for
the
wonderful
chart
you
put
together
tracking,
really
the
numbers
of
the
Pittsburgh
Police
Force.
Thank.
A
And,
and
what
I
really
wanted
to
emphasize
at
this
meeting
today
to
me
are
most
pressing
thing
in
the
Pittsburgh
Police
Force
is
the
dwindling
numbers
that
have
occurred
over
the
past
so
many
years,
I.
Let
the
record
show
councilman.
Bobby
Wilson
is
with
us
as
well
and
I'd
like
to
start
really.
The
way
I'd
like
for
this
to
go
is
to
take
about
10
minutes
and
just
go
over
those
numbers.
So
you
and
the
public
are
familiar
with
the
amount
of
police
officers.
A
We've
been
losing
ones,
we're
scheduled
to
lose
and
other
topics
that
I
hope
the
administration
and
the
fop
Lodge
will
will
touch
on
okay,
so
so
I'm
going
to
spend
the
first
10
10
minutes
just
going
over
some
of
the
charts
that
I
kind
of
stole
from
you
Jason
and
Consolidated
a
little
bit
more.
You
know
and
and
then
we'll
start
from
there
and
then
eventually
we
will
turn
it
to
questions
for
Council
as
to
anything
that
they
might
have.
Okay.
A
A
So
first
of
all,
we
went
back
to
the
last
recruiting
class,
okay,
the
last
recruiting
class
that
the
city
of
Pittsburgh
put
on
was
in
2021,
probably
scheduled
in
two
early
2019,
but
the
last
time
we
had
recruits
on
the
force
that
graduated
was
2021.,
so
we
started
with
that
year
in
2021.
As
you
can
see
behind
me,
we
lost
46
officers
to
retirement
and
we
lost
33
officers
to
resignations
resignations,
meaning
they
more
than
likely
went
to
another
police
force
or
got
another
job
or
decided
to
go
down
another
path
for
their
profession.
A
Now,
thankfully,
we
had
a
class
then,
and
we
graduated
26
officers,
so
we
had
a
net
loss
of
42
police
officers
in
2021.,
2022
I'll
go
to
next
second
column.
We
have
35
retirements
and
39
resignations,
total
net
loss
of
74
police
officers.
Of
course,
we
did
not
put
a
recruitment
class
on
in
2021,
so
so
we
will
have
no
officers
filling
that
Gap
now
I
move
on
to
2023
our
current
year.
We
have
already
lost
15
police
officers
so
of
those
15
and
keep
this
number
in
mind.
A
This
is
this
is
a
number
I
feel
was
the
premise
of
everything
here:
the
resignations
are
12
and
the
retirements
are
three,
so
the
consensus
is
always
oh
in
the
beginning
of
the
year,
we'll
get
you'll
get.
You
know
retirements,
because
you
know
they
want
to
end
their
career
and
they
can
start
collecting
their
pension.
The
bigger
the
disturbing
number
here
are
the
or
the
resignations
and,
as
you
can
see,
in
2023
we're
way
out
in
front
in
resignation.
A
A
So
you
can
see
it's
almost.
You
know
at
least
the
first
month
of
January
we're
almost
averaging
one
per
day.
Almost
so
so
that's
a
starting
number
and
that's
really
what
I
want
this
conversation
to
focus
on
more
than
anything
is
how
we're
going
to
address
these
dwindling
numbers,
so
we're
at
17
for
January
17
is.
E
A
A
and
I
just
use
that
as
a
figure
for
2023
and
2024.,
we're
obviously
probably
going
to
be
losing
more
than
66,
but
I
just
thought
that
was
a
conservative,
safe
average
that
we
can
go
by
and
just
see
where
these
numbers
are
going
to
look
like
in
2025..
So
in
2023
we
estimated
66
we're
going
to
lose
and
we
will
not
have
a
recruitment
class
in
2023
as
well
in
2024
we're
also
going
to
lose
an
average
of
66..
A
A
Now
of
those
18
818.
There
are
a
number
of
you
know:
commanders
accommodated
Duty.
You
know
long-term
leave
military
leave.
So
you
could
almost
scratch
off
about
50
of
those
that
really
aren't
going
to
be
in
the
streets
for
us.
Okay.
So
that
brings
our
number
of
working
officers
to
768
total
that
we
feel
at
this
time.
For
total
total
projected
losses
for
2023
and
24
again
is
132
.
the
new
ones
are
going
to
be
put
on.
A
The
new
class
is
going
to
be
projected
28.,
so
these
numbers
are
real
numbers
and
I
want
everybody
to
know.
I
want
my
district
I
want
the
public
to
know,
as
of
2025
the
start
of
2025,
even
with
the
new
recruitment
class
that
we
have
on
we're
going
to
be
at
669
police
officers.
That
is,
you
know,
250
less
than
what
we're
budgeted
for
and
it's
close
to
150
less
than
what
we
have
now
so
so
I
want
to
get
some
answers
to
that.
A
H
I
H
In
that,
at
the
height
of
the
cops
program
back
in
93
4-5,
we
were
looking
at
approximately
1700
police
officers
serving
so
when
you
look
at
a
number
like
700
and
realize
we're
down
a
thousand
officers.
Oh
I'm,
sorry,
when,
when
you
look
at
numbers
like
that
from
the
the
mid
90s
under
the
cops
program
which
clearly
was
funded
through
the
Clinton
administration,
a
drastic
out
of
a
thousand
officers
over
that
period
of
time
is
is,
is,
is
a
drastic
number.
I
A
We
gained
54,
that's
including
our
future
class
and
we're
going
to
have
a
net
loss
of
231
come
2025
and
that's
what
gets
us
at
the
number
of
669.
so
because
of
this
drastic
loss
of
numbers.
It's
concern
to
me
and
I
think
other
council
members
in
all
the
city,
to
be
honest
with
you.
The
topics
that
I'm
concerned
about
that
I
would
like
for
you
both
to
elaborate
on
whether
it
be
one
or
all.
These
topics.
A
A
A
Obviously,
the
less
officers
we
have
the
more
overtime
we're
going
to
have
to
pay
the
morale
well-being
of
the
police
force
I'd
like
to
know
from
Lodge
one
what
the
sentiments
and
the
thoughts
are
of
the
police
officers
and
how
they
are
feeling
at
this
stage,
police
chief
search
I'd
like
to.
If
you
can
elaborate
on
that,
if
you
have
anything
for
us
on
that,
I
would
like
to
hear
from
I'm
sure.
Council
would
like
to
hear
about
that.
A
I
made
a
trip
down
to
the
garage
on
31st
Street
I
also
serve
on
the
equipment,
Leasing
and
Authority
board,
and
our
condition
of
our
Fleet
is
in
Dire
Straits.
At
this
point-
and
you
know,
I
think
we
need
to
find
a
creative
way
as
to
where
we
can
get
the
amount
of
vehicles
that
we
need.
So
this
police
force
can
function
regardless
of
the
amount
of
number
of
of
our
police
force,
whether
it's
600
or
900,
we're
going
to
need
these
vehicles
right
now,
that's
all
patchwork
and
a
collaboration
with
the
county.
C
C
C
We're
particularly
pleased
by
the
early
evidence
that
has
come
from
the
decision
to
eliminate
the
60
college
credit
requirement
to
enter
the
academy
director.
Schmidt
can
probably
speak
to
this
in
Greater
detail
than
I
can,
but
we've
seen
since
that
requirement
changed
coming
into
to
this
recruiting
class
at
a
larger
number
of
folks
signing
up
to
be
considered
to
take
the
test
and
be
considered
to
enter
the
academy.
C
We've
also
seen
the
group
of
people
making
that
choice
become
more
reflective
of
the
city
overall
in
terms
of
its
diversity,
both
by
race
and
gender.
So
you
know
we're
we're
confident,
and
you
know
optimistic
about
the
class
that
is
starting
now
and
committed
to
once
this
class
is
into
the
academy,
and
the
training
process
has
started
beginning
the
process
again
of
recruiting
the
next
class
on
top
of
that
right.
So
you
know
once
we
get
this
this
class
of
folks
into
the
academy
itself,
we'll
Begin
work
right
away
on
the
next
one.
D
I
was
going
to
say,
I
can't
add
that
you
know
the
changes
we've
made
around
recruitment
which
we're
continuing
to
add
to
initiatives.
As
far
as
doing
more
recruiting
efforts
within
the
city
working
with
PPS
and
see.
You
know
the
Westinghouse
CTE
program
to
encourage
younger
folks
to
be
interested
in
police,
a
pathway
to
get
there,
but
even
just
the
college
credit
portion
which,
when
we
visited
the
zones,
many
officers
said
they
didn't
feel.
That
was
a
key
for
entry
into
the
department
or
into
the
bureau.
D
They
did
think
it's
important
as
they
go
along
that
we
can
support
that,
but
that
alone
has
changed
significantly
in
the
past
two
groups
of
testing
that
our
HR
department
has
done.
The
number
of
people
that
have
showed
up
for
the
test
has
over
doubled.
We
went
from
15
to
anywhere
from
15
to
8
people
showing
up
for
classes
to
now.
In
December
there
were
44
people
that
showed
up
for
the
class
to
take
or
for
the
testing
the
last
test
they
had.
D
There
were
12
African-American
males
which
is
significant
over
what
they
normally
see
as
three
to
four
or
five.
So
we're
happy
that
that
seems
to
be
helping
increase,
the
recruitment
levels
and
majority
many
of
those
people
are
from
within
the
city,
so
we
do
want
folks.
You
know
that
know
the
city
well
to
be
part
of
the
bureau.
B
I'll,
just
throw
in
a
couple
of
other
quick
things.
You
know,
we've
also
been
talking
to
people
officers
HR
about
kind
of
where,
where
does
that
process
sort
of
fall
apart?
I
mean
you
know
once
you
because
you're
right,
we
can't
we
can't.
You
know
we
can't
have
100
people
in
a
class,
and
so
we
want
to
have
the
fullest
class.
B
So
at
all
of
the
points
where
we
can
see
drop
off,
we're
you
know
taking
initiatives
to
make
sure
that
there's
like
all
kinds
of
warm
sort
of
hand-holding,
so
that
if
you,
when
you
graduate
from
high
school,
you
can't
go
straight
into
the
academy
because
of
the
laws
governing
when
you
can
carry
a
weapon,
but
we
can
see
how
you
could
time
that
out.
So
what
is
a
role
that
young
folks
like
that
could
have
that
would
get
them
on
their
way?
C
Yeah
to
elaborate
on
that
point,
you
know
I
think
one
of
the
major
areas
where
we
see
drop
off
to
lose.
This
point
is
between
taking
the
test
and
you
know
scoring
into
what
we
call
getting
a
packet
right,
be
sort
of
being
invited
into
the
academy
to
passing
the
necessary
sort
of
pre-examinations.
There's
physical
fitness
requirements.
Reading
comprehension
requirements
the
things
of
that
nature.
That's
that's
often
where
folks,
who
we've
invited
to
join
the
an
academy
class,
get
stuck
and
then
don't
end
up
entering
the
academy
on
day
one.
C
You
know:
we've
been
working
to
establish
mentorship
relationships
between
this
round
of
recruits
and
existing
officers
to
help
coach
them
through
getting
you
know
fit
for
the
test
right.
It
obviously
takes
months
of
physical
preparation
to
be
ready
to
take
the
entrance
test
and-
and
that's
one
example
of
many
where
you
know,
officers
who
are
currently
serving
can
help
these
recruits
be
prepared
to,
so
that
we
don't
experience
that
same
level
of
drop
off
between
the
folks
who
are
sent
packets
and
those
who
enter
the
academy
and.
A
I'd
like
to
point
one
thing
out:
I'm
glad
the
classes
are
going
well,
we
cannot
put
multiple
classes
on
at
once.
We
have
only
the
capacity
to
put
one
class
on
at
a
time
when
that
class
moves
out
of
the
School
room,
we'll
call
it
whatever
it
might
be
and
into
the
field.
Then
we
could
add
another
class.
C
We
can
we
can
it's
true
that
only
one
class
of
of
folks
can
be
in
the
academy
at
a
time,
but
that's
that's
why
we're
seeking
to
have
that
happening
in
an
overlapping
way
right?
You
know,
there's
a
there's
a
process
to
recruit,
and
then
you
know
test
and
ultimately
qualify
folks
to
enter
the
academy
and
then
there's
a
process.
C
They
go
through
at
the
Academy
to
become
trained
and
certified,
as
I
was
saying
earlier
once
in
effect,
once
the
City
HR
hands
off
a
batch
of
recruits
to
the
academy
to
be
trained,
they
can
begin
the
process
of
recruiting
a
subsequent
class.
Now
they
have
to
do
that
also
for
fire
classes
and
EMS
classes
as
well.
So
so
there's
no
shortage
of
work
to
be
done
there
and
those
we
have
to
maintain
sort
of
balance
and
Rhythm
to
all
of
those
efforts.
C
A
C
Yes,
I
mean
we,
we
there's
a
there's.
You
pointed
out
in
your
comments,
councilman,
that
we
budget
for
900
officers
there's
a
reason
that
we
budget
for
a
full
complement
of
officers,
even
when
the
actual
number
of
folks
on
the
rolls
is
less
than
that.
It's
it's
so
that
we
can't.
We
don't
approve
a
budget
that
then
restricts
our
ability
to
bring
folks
on
over
the
course
of
that
year,
with
we
budget
at
900,
so
that
we
can
continuously
bring
classes
on
until
we
reach
the
right.
Okay,.
A
G
Charlie
and
Jason
or
Joe
feel
free
to
jump
in
so
the
current
future
current
Staffing
levels
of
the
Pittsburgh
Bureau
of
police,
the
best
way
to
describe
it,
is
abysmal
because
there's
no
strategy
to
determine
how
many
officers
that
you
want
and
what
you
want
them
to
do.
So
when
we
determine
how
many
officers
and
what
mission
is
we
want
them
to
perform,
do
we
want
to
Target
them
to
violent
crime?
Do
we
want
to
Target
them
for
social
services?
What
is
it
that
we
exactly
want
the
police
to
do?
G
If
the
idea
is
violent
crime,
then
you're
going
to
organize
around
violent
crime?
If
you're
going
to
organize
around
social
services
and
you're
going
to
organize
your
own
Social
Services,
the
police
are
going
to
perform
the
mission
that
they're
required
to
perform
and
currently
right
now
there
is
absolutely
no
way
you
can
have
a
St,
Patrick's,
Day
Parade,
a
marathon
or
any
other
event
in
this
city,
without
improving
your
Staffing
levels.
G
That
is
because
the
city
and
I
don't
mean
the
people
sitting
at
this
table,
but
the
people
that
the
people
at
this
table
put
in
charge
currently
violate
the
labor
agreement
regularly
I've
been
in
front
of
the
labor
board,
at
least
14
or
15
times
just
to
do
basic
things.
That's
inside
this
contract-
and
that's
not
just
this
police-
admit
that's
not
just
this
mayoral
Administration,
it's
also
the
previous
one.
So
constantly
constantly
we
don't
have
the
adequate
Staffing
to
perform
the
mission
if
our
mission
is
to
staff
the
marathon.
G
If
our
mission
is
to
staff
the
St
Patrick's
Day
Parade,
if
our
mission
is
the
staff
picklesberg
and
these
other
really
nice
events
and
the
Arts
Festival
and
all
that
kind
of
stuff,
then
just
say
that
tell
the
city
of
Pittsburgh
residents.
Our
mission
is
not
to
answer
calls
or
stop
violent
crime
in
your
neighborhood.
Our
mission
is
to
have
these
nice
events
for
you,
because
you
can't
do
both
with
the
Staffing
that
you
have.
G
It's
really
nice
that
the
chief
executive
of
the
County
Mr
Fitzgerald,
wants
to
bring
in
the
County
Police
I'll,
be
forced
to
file
an
unfair
Labor
practice
on
that,
because
that's
subcontracting
bargaining
unit
work
and
the
only
reason
that
would
occur
is
because
the
city
refuses
to
staff
adequately.
So
your
current
Staffing
levels
are
trouble.
I
had
Jason
running
numbers,
he
could
feel
free
to
jump
in.
We
have
160
of
the
242
that
can
retire
today
have
over
25
years
on
the
job.
G
So
if
you
look
at
our
pension
data
from
the
pension
office,
typically
a
police
officer
enter
service
at
age
28
they
stay
25
years
and
they
retire
at
age
53..
We
already
have
160
to
already
meet
that
requirement,
so
now
you're,
aging
out
and
you're
not
getting
from
the
bottom,
and
the
overwhelming
majority
of
your
resignations
are
from
the
bottom.
So
you
have
no
experience
to
roll
over
into
these
supervisory
positions
and
things
of
that
nature.
G
So
that's
our
basic
premise:
what
I
I
could
go
on
for
three
hours,
but
the
meeting
is
is
not
to
be
that
long.
So
that's
on
current
and
future
Staffing
levels,
The
Matrix
study
we
were
studied
in
2004,
the
city
completely
ignored
it.
That
was
the
International
Association,
the
chiefs
of
police
study.
G
G
See
we'll
see
how
you
react,
but
you
know
I'm
going
to
be
I'm
going
to
speak
overtime
expenses.
It's
not
just
the
money
because
actually
overtime's
cheaper
for
the
city,
because
when
you
hire
new
officers
as
you
well
know,
you
have
pension
costs,
you
have
health
care
costs
and
so
on.
But
what
you
have
is
the
hidden
cost,
and
that
is
your
work
in
the
officers
to
the
Bone.
They
are
just
exhausted
and
when
you
have
an
officer,
that's
exhausted
they're
going
to
make
bad
decisions
and
it's
going
to
get
the
officer
hurt.
G
It
could
get
the
citizen
injured
and
so
on
and
so
forth.
So
you
need
to
be
very
careful
because
these
officers
are
worked
to
the
Bone
and
and
and
they're
not
getting
any
relief.
When
an
officer
leaves
for
work
every
day,
here's
what
they
tell
their
significant
other
I,
don't
know
if
I'll
be
home,
not
because
they
might
be
killed,
but
because,
when
they're
allowed
to
go
home
by
their
supervision
because
they're
so
understaffed,
they
just
continuously
hold
over,
they
continuously
hold
over
hold
over.
And
you
could
call
anybody
in
here.
G
You,
like
you,
could
call
the
chief
of
police
in
here.
You
could
call
any
lieutenant
or
any
sergeant
and
I
would
debate
that
issue
with
them.
If
anything
I
say
here's
incorrect
as
far
as
officer,
Morrell
and
well-being.
That's
why
it's
in
the
tank,
because
the
officers
do
not
know
when
they're
going
to
go
home.
Every
officer
wants
to
serve
the
city
of
Pittsburgh.
That's
why
they
join
to
be
a
police
officer.
That's
why
I
joined
this
force
over
30
years
ago.
You
know
I!
G
Did
it
because
I
want
to
serve
where
I
live,
I'm
born
and
raised
here
on
the
North
side?
If
any
of
you
know
me,
I
still
live
there.
I
still
reside
there
in
the
city
and
I
want
to
serve
my
citizens
and
I
love
serving
the
city
of
Pittsburgh
residents.
However,
having
said
that,
you
have
a
lot
of
police
officers
that
don't
work
under
the
same
conditions.
I'm
an
instructor
by
my
primary
trade
I'm
no
longer
in
the
field.
Joe
still
is
in
the
field,
so
my
job's
a
little
easier
than
his
job.
G
Okay
to
continuously,
you
know,
work
that
work
that
call
volume
most
of
our
police
officers
are
400
and
some
Patrol
officers-
it's
probably
lowering
that's
probably
in
the
300s,
are
getting
crushed.
They
have
no
idea
when
they're
going
to
go
home
to
their
families
every
day,
because
they
just
not
released
for
work.
Some
officers
are
doubling
back
to
three
four
shifts.
I've
heard,
councilman
crowd
speak
about
it
on
the
south
side
over
there,
with
all
the
problems
they're
having
there.
Those
officers
are
constantly
held
over.
G
As
far
as
the
police
chief
search,
we
have
a
police
chief.
We
need
to
support
that
current
chief.
You
want
to
go
search,
hey
have
at
it,
but
we
have
a
police
chief
right
now
to
need
supported.
He
needs
to
have
Staffing
and
and
and
that's
what
we
need
to
be
doing
for
that
particular
Chief.
We
don't
have
an
issue
with
the
chief
stankrachi.
G
We
have
an
issue
with
not
having
police
on
the
job.
That's
the
issue
that
the
fop
has.
We
need
police
officers
on
the
job
and,
if
you
hire
a
new
police
chief,
that's
great
what
assets
you're
going
to
give
him
or
her.
You
don't
have
any
assets
now
so
you're
going
to
have
you
think
they're
going
to
be
a
messiah
and
then
you're
going
to
be
able
to
break
police
fish
in
half
and
then
you're
going
to
get
10
000
more
fish
you're
not
going
to
get
10
000
more
fish.
G
You
only
have
as
many
fish
as
you
put
on
the
streets,
condition
of
the
fleet
and
officer
equipment
because
I'm
sticking
to
your
agenda
here,
Mr
Mr
Cargill
that
the
condition
of
Fleet
and
officer
equipment.
If
you
talk
to
Sergeant
McDaniels
down
there,
he
may
not
want
to.
He
may
be
uncomfortable
sitting
at
this
table,
but
I'm,
not
it's
abysmal,
they're,
stealing
parts
from
Cars
to
put
in
other
police
cars,
because
they're
they're
tasked
out
over
a
hundred
thousand
miles,
and
so
on
so
he's
doing
the
best.
G
A
Well,
thank
you
and
before
I
move
back
to
the
administration.
Since
you
ran
down
the
whole
line
of
that,
that's
great,
because
if
you
would
go
expedient
as
Mr
schwartzwater
will
be
great
and
then
we'll
open
it
up
to
council
and
I'm
sure.
A
lot
of
these
questions
will
come
out.
I'm,
sorry,
Mr,
crosston,
okay,.
J
E
I
would
just
say
the
the
biggest
thing
I
get
from
the
younger
officers
we
have
is
that
they
don't
they
don't
see
any
hope
on
the
horizon.
So
they've
come
here.
Their
work
in
the
six
zones
in
the
city,
doing
Patrol
and,
like
Bob,
said
lots
of
times.
They
don't
know
if
they're
going
to
be
home.
If
somebody
calls
off
sick,
then
they're
going
to
have
to
stay
and
I
think
that's
the
biggest
reason
for
The
Exodus
with
the
resignations.
They
don't
have
any
idea
of.
E
There
was
three
or
four
of
them
in
the
substation
and
I
said
just
off
the
top
of
your
head,
that
you
know
of
how
many
younger
guys
are
in
the
testing
process,
and
they
told
me
eight
after
they
thought
about
it
for
a
couple
minutes
and
they
gave
me
names
and
then
so
that's
just
another,
eight
that
are
actively
testing
in
the
suburbs,
the
boroughs
you
know
and
now
they're,
even
going
farther.
We
had
to
go
to
Erie
in
December,
so
these
kids,
the
younger
ones.
E
A
F
No
just
to
jump
on
Jason,
you
know,
police
officer,
hiring
throughout
the
country
is
a
problem.
The
only
place
that
it's
not
a
problem
is
right
here
in
Allegheny
County
because
they
have
a
foreign
team,
and
that
would
be
us,
so
they
are
plucking
us
clean
they're,
offering
a
lot
in
better
benefits,
better
pay
and
they're
not
going
to
be
held
over
time
constantly.
We
just
got
a
list
of
12
events,
10
or
12
events
that
will
be
happening
this
year.
F
That
officers
have
already
been
told
that
their
past
days
will
be
canceled,
that
they
will
not
be
allowed
to
have
off
during
these
events,
because
we're
understaffed
and
we
can't
staff
those
events
without
making
everybody
give
up
their
off
days
so
that
that
already
has
the
guy
screaming
when
the
email
came
out,
the
young
guys
just
went
absolutely
crazy
about
it.
So
no
one
else
in
the
county
has
our
problem
because
they
they
pluck
us
they
and
until
we
run
out
of
people
for
them
to
pluck
they'll
be
healthy,
and
we
will
not
be
right.
A
So
I
I
will
say:
I
I
visited
zone
six
zone
three
and
the
morale
of
the
men
and
women.
There
was
really
good.
You
know
they
they
they're
not
deterred
by.
You
know
such
numbers
I
know
behind
the
scenes.
Maybe
they
say
things
in
our,
but
just
as
my
presence
was
there,
they
couldn't
have
been
nicer.
Couldn't
have
been
more
supportive,
so
it's
just
that
kudos
to
our
department
in
the
men
and
women
who
served
there.
A
They
they
go
there
every
day,
knowing
they
have
a
job
to
do
so
so
the
administration
I
know
you
left
off
with
the
with
the
Staffing
level.
We
don't
have
to
go
back
over
that
and
the
questions
will
rise
from
Council
with
that.
But
if
you
want
to
go
down
the
list
and
brief
comments
or
comments
on
any
of
that,
please
sure.
C
The
publication
was
slightly
delayed
simply
because
we
had
to
pull
some
additional
information
for
them
to
help
them
complete
their
analysis
and
that
took
a
little
longer
than
anticipated.
But
it's
on
schedule
at
this
point,
but
we
don't
have
a
you
know,
final
study.
At
this
point
we
have
seen
some
early
indications
of
the
work
that
they're
doing
that
I
think
director
Schmidt
can
talk
about,
but
I
would
just
note
because
it
was
raised
earlier.
C
We
are
fully
committed
to
utilizing
the
recommendations
of
the
study
in
shaping
further
proposals
that
we
can
then
bring
back
to
council
and
discuss
you
know
with
the
public
Council,
the
union
and
others
on
how
to
implement
them,
to
ensure
that
we've
got.
You
know
a
force
that
is
able
to
respond
to
the
demands
of
of
the
the
moment.
C
I
will
say
one
of
the
very
exciting
results
that
we've
seen
in
the
early
indications
from
the
study,
which
I
think
the
men
and
women
of
the
bureau
should
be
very
proud
of,
is
that
Pittsburgh
stands
Head
and
Shoulders
above
virtually
anyone
in
terms
of
our
response
time
and
and
in
terms
of
the
level
of
service
we
provide
our
residents.
We
are
much
quicker
to
answer
calls
than
most
other.
Similarly
positioned
places,
even
in
the
context
of
some
of
the
challenges
that
have
been
mentioned
about.
C
You
know
two
lost
years
in
terms
of
recruiting
classes,
the
relationship
to
Suburban
forces
around
us
who
often
hire
our
officers
I
mean
those
are
I,
acknowledge
and
agree
with
the
comments
that
were
previously
made
about
the
challenges
they
present
to
us.
But
even
in
the
face
of
that,
we
respond
better
on
patrol
than
than
virtually
anyone.
C
You
can
stack
us
up
against
and
I
I
think
I
certainly
take
pride
in
that
I
think
that
the
police
should
take
pride
in
that,
but
but
the
full
results
of
the
study,
including
assessment
of
of
those
kinds
of
service
levels,
as
well
as
the
ways
in
which
we
utilize
our
resources
to
respond
to
investigations.
Right
we've
been
talking
today,
mostly
about
operation,
the
Operations
Branch
right
Patrol
on
the
streets,
responding
to
calls.
Obviously
a
huge
portion
of
the
bureau
is
focused
on
criminal
investigations.
C
You
know
there
will
be
recommendations
on
that
and
the
ways
in
which
we
use
officers
for
administrative
functions,
a
large
portion
of
the
force
is
serving
in
a
capacity
related
to
administrative
duties.
Evidence
room
warrants
things
of
that
nature,
so
so
we'll
have
a
comprehensive
picture
from
them
about
all
of.
D
No
I
I
think
the
study
will
show
us
as
Mr
Pollock
stated.
You
know
our
officers
do
a
great
job
every
day,
despite
the
challenges
that
have
come
to
them
over
the
past
three
years,
come
to
all
the
public
safety
they
have
stepped
up.
They
continue
to
maintain
the
highest
level
of
service.
They
continue
to
do
great
work
and
is
very
appreciated.
I
think
the
study
will
show
that
similar
to
what
Bob
had
mentioned
part
of
what
is
a
big
challenge
for
us
are
the
special
events.
D
We
are
a
not
a
large
city
nationally,
but
in
our
state
in
our
region,
we're
a
huge
city
right,
and
we
have
three
major
sports
teams
in
this
city
that
require
extra
policing.
We
have
a
lot
of
events
that
people
want
to
have
in
this
city
and
I
think
we
have
to
have
some
as
the
study
progresses.
It'll
it'll
talk
more
about
that,
but
we
have
to
have
some
decisions
and
some
discussions
with
these
event.
Organizers
about
you
can't
take
police
off
the
street
to
maintain
an
event.
I
C
Mentioned
over
time,
I
mean
again
I
think
I
think
we're
largely
in
agreement
with
folks
in
the
fop,
as
they
said
that
over
time
the
amount
of
overtime
we're
asking
officers
to
do
is
a
problem.
It's
it's
born
of
the
Staffing
levels
as
they
exist
right
now.
For
all
the
reasons
we've
already
already
mentioned,
I
agree
that
it's
over
taxing
on
them
and
something
that
we
are
keenly
aware
of
and
seeking
to
address
for
the
the
next
bullet
on
the
the
list,
which
is
Officer
well-being.
C
You
know
it's
the
burden
of
that
additional
time
to
maintain
our
staffing
levels
falls
disproportionately
on
younger
officers
because
when
you
know,
when
not
enough
folks
are
signing
up
to
take
an
overtime
shift
for
any
given
reason,
you
know
it's
it's
the
folks
at
the
lease
and
you
already
who
have
to
step
in
so
yeah.
We
would
like
to
address
the
ways
in
which
we
utilize
over
time.
That's
part
of
what
the
Matrix
study
will
help
us.
B
I'll
do
that
then.
Maybe
we
might
want
to
go
back
to
the
morale
and
well-being
just
a
little
bit,
because
I
think
there
are
some
other
things
that
we're
trying
to
think
about
there.
So
the
chief
search
I
think
we're
we're
coming
to
a
conclusion.
I'll
start
by
saying
that
we
also,
you
know,
agree
with
Bob
and
others
about
Chief,
Stan,
grecky
and
wanting
to
support
him
and
and
working
with
him.
B
The
the
the
search
is
really
because
we
had
a
resignation
and
we
need
to
have
a
search
so
I
think
people
know
that
we
have
a.
We
did
a
bunch
of
public
meetings
in
various
communities
because
we
wanted
to
hear
first
from
our
residents
about
what
they
wanted
to
see,
and
those
were
really
interesting
turns
out.
Our
residents
have
lots
of
thinking
about
officers,
lots
of
memories,
about
officers,
lots
of
hopes
about
officers
and
we
sort
of
pulled
all
of
that
together.
B
At
the
same
time
that
we
recruited
a
search
committee
and
a
search
firm.
So
the
job
of
the
firm
is
to
listen
to
our
residents
and
listen
to
all
of
you.
I
think
you
got
some
phone
calls
from
the
firm
to
hear
what
you're
interested
in
and
then
try
to
match
that
with
who
they
know
is
in
here
or
out
there
looking
for
a
job
to
sort
of
pull
together,
other
a
pile
of
resumes
that
are
responsive
to
what
our
community
has
said.
B
It
wants
in
a
chief,
so
they'll
pull
those
resumes
together.
They'll
get
an
additional
level
of
screening
from
our
search
committee,
which
is
a
pretty
diverse
group
of
people.
Chief
Holmes
is
on
and
I
think
people
remember
him
knows.
The
bureau
knows
policing.
We've
got
a
business
person
on
there.
We've
got
somebody
from
the
foundation.
Community
we've
got
somebody
from
the
county.
You
know
people
who
interact
with
our
officers
and
have
some
insight
into
that
and
they'll
talk
about
those
resumes,
maybe
Whittle
it
down
or
so
on
and
so
forth.
B
Then.
Ultimately,
the
decision
is
the
mayor,
so
I
think
we're
I
think
we're
coming
in
for
a
landing
in
the
not
too
distant
future.
The
the
our
I
don't
know
what
to
call
it
our
almost
like
advertisement.
What's
it
called
a
brochure
I,
don't
know
if
people
saw
it,
but
our
one
we
sort
of
put
up
and
said:
hey,
here's
Pittsburgh
we're
looking
for
a
chief
and
we
talked
a
little
bit
about
ourselves.
We
talked
about
the
findings
from
our
community.
B
B
So
you
know
just
a
few
that
I
think
you've
you've
probably
heard
a
little
bit
about
you
know
we'd,
like
for
our
officers
not
to
have
to
change,
face
false
alarms
and
the
the
research
that
we
have
shows
that
97
percent
of
people's
automatic
alarms
are
really
not
anything's
going
on
there.
So
how
would
that
help
our
police
to
to
spend
a
little
less
time
chasing
stuff?
They
ought
not
to
be
chasing
if
we
could
have
instead
verified
response.
You
know
our
officers
traffic
calls,
you
know,
do
we
need
a
sworn
officer,
for
that?
B
Is
there
a
way
that
we
can
move
that
continue
to
to
have
you
know
that
stuff
done,
but
not
done
by
officers?
Could
we
do
more
telephone
reporting
for
things
that
are
not
really
so
serious?
You
know
my
bicycle
is
gone
or
things
like
that
and
then
you
know
in
terms
of
social
calls.
You
know
absolutely
not.
The
the
whole
point
of
co-response
and
The
Roots
program
and
so
on
is
to
have
a
place.
B
So
officers
can
say
you
know
what
this
is
not
really
about
criminal
investigation,
it's
not
really
about
Public
Safety
per
se.
Okay,
let's
hand
that
off
to
somebody
who
can
do
that
mental
health
response
and
so
the
the
officers
that
we've
talked
to
in
some
of
the
data
that
we've
seen.
You
know
if
you're,
an
officer
as
many
as
a
third
of
the
calls
that
you're
going
out
on
are
mental
health,
calls
or
something
like
that.
B
C
There
are
challenges,
specifically
as
it
relates
to
the
fleet
for
the
Bureau
of
police,
we've
endeavored,
to
stretch
the
resources
we
can
make
available
to
that.
As
far
as
we
can
in
terms
of
purchasing
new
vehicles,
we're
working
right
now,
councilman,
as
you
you
mentioned,
as
an
Ela
board
member
you've,
rightly
raised
this
issue
to
ident
unified
additional
funds
we
can
make
available
within
this
year's
Ela
allocation
to
increase
the
number
I
think
I
heard.
C
Today
we
had
identified
half
a
million
dollars
more
since
we
last
spoke
last
week,
so
that's
seven
or
eight
further
Vehicles
likely
that
we'll
be
able
to
order
this
year
hopeful
that
we
can
continue
to
find
additional
resources
to
make
that
number
grow.
But
but
we
want
to
replace
as
much
of
the
fleet
as
we
can
in
the
context
of
replacing
all
of
The
Fleets
right,
because
we
have
similar
challenges
in
Fire
and
elsewhere.
C
C
You
know
the
the
Allegheny
County
Police,
the
the
sheriff's
department
and
other
agencies
have
overlapping
jurisdiction
with
us
in
in
city
limits.
So
so
they
can
certainly
patrol
those
areas
if
they
choose
to.
We
ask
and
I
think
we
have
a
commitment
from
them
to
ensure
that
that's
coordinated
through
director
Schmidt
in
our
Department
of
Public
Safety,
to
the
extent
they
make
those
changes.
C
But
regardless
of
of
that
question,
you
know
we
are
committed
that
that
came
up
in
the
context
of
downtown
and
we're
presently
working
to
increase
the
the
number
of
officers
and
the
visibility
of
officers
downtown
to
address
concerns
that
are
coming
from
the
businesses
and
residents
and-
and
you
know,
employees
who
work
downtown
will
be
able
to
say
more
about
that
in
the
near
future.
But
it
is
something
that
we've
prioritized
and
something
that
we're
working
towards.
C
You
know
there
is
presently
a
substation
downtown
that
I
think
was
was
addressed
earlier,
that
our
cursor,
our
police,
are
currently
using
and
we're
in
the
process
of
thinking
about.
You
know
the
future
of
that
and
ensuring
there's
a
strong
presence
for
for
the
police
downtown
to
patrol.
What
is
you
know,
the
the
it's
at
least
point
the
central
sort
of
Hub
of
our
entire
region
right,
our
down
the
city
of
Pittsburgh
is
the
host
of
or
downtown,
but
it
is
the
downtown
of
of
the
entire
southwestern
Pennsylvania
region.
A
Enough
before
I
turn
it
over
to
council
I
want
to
say
two
things:
number
one
I
met
with
both
groups
here,
multiple
times
at
the
end
of
our
meeting,
I
feel
like
I.
Have
something
I
feel
like
you
all
can
agree
on
in
order
to
address
these
devastating
numbers
really
is:
is
it's
really
the
the
population
of
our
police
force?
A
So
we're
not
talking
about
pay
raises
or
anything
of
that
nature
at
this
point,
but
there
are
many
other
ways
that
we
can
cooperate
and
I
feel
we
can
continue
talks
without
waiting
for
an
arbitrator
come
back
with
his
or
her
decision.
So
with
that
you
know,
I
will
thank
council
members
for
joining
and
I
I've
got
to
stay
start
with
our
Madam
president.
Here
four
is
yours.
Thank.
J
You
thank
you
so
much.
Thank
you
all
for
being
here.
Thank
you
for
the
work
that
you
do.
I
just
want
to
say
before
we
begin
I
appreciate
that
you
pulled
this
all
together
and
that
you
were
trying
so
hard
to
work
with
everyone.
I
think
you
do
a
great
job
when
you're
leading
something
I
think
you
do
really
good.
A
J
Thank
you
for
your
work,
but
I
also
want
to
say
that
you're,
some
of
the
nicest
people
I've
ever
worked
with
so
I,
want
to
say
that,
but
I
I
also
want
to
say
I.
Think
mayor
Gainey
is
very
nice,
but
I
think
he's
getting
a
little
a
little
bit
of
a
bad
hit
over
this
I
think
people
are
tired
of
the
crime
in
the
city
of
Pittsburgh
they're,
tired
of
what's
Happening
downtown.
J
They
want
to
see
him
respond
or
react
and
they
want,
and
so
I
just
want
to
say,
I
think
sometimes
he
may
feel
one
way,
but
it's
difficult
when
you
don't
have
the
Staffing
to
to
put
in
different
places.
But
with
that
said,
there's
a
couple.
Questions
I
have
and
and
I
want
to
be
clear.
I've
heard
this
over
and
over
and
over
again
that
you
came
in
for
two
things:
one
to
do
what
the
activists
want
was
to
defund
the
police
and
two.
What
SEIU
wants
is
to
sue
UPMC.
J
Those
are
the
two
things
I
hear
repeatedly
throughout
the
community,
so
I
want
to
just
give
you
a
chance
to
address
that,
because
I
think
that
somebody
should
address
it
publicly,
because
it's
been
something
that
we've
here.
We've
heard
time
and
time
again
and
so
I
don't
know
if
you
feel
comfortable
with
one
of
you
feel
comfortable
addressing
that
or
any
of
you.
C
We've
not
done
either
of
those
things.
You
know
the
we
we've
not
decreased
police
funding.
Obviously
the
Administration
has
now
proposed
and
passed
a
budget.
It
did
not
include
a
reduction
in
police
funding.
In
fact
it
spends
more
than
the
prior
year
I
believe,
but
that's
that's
not
something
that
we've
implemented
in
order
to
something
we
ever
intended.
C
I,
I,
I
and
I.
Think
the
mayor's
been
very
clear
about
that.
As
mayor
and
as
a
candidate
for
Mary
there,
there
are
folks
who
had
that
assumption
and
I've
heard
them
say
it
too,
but
that's
not
been
our
approach.
I
think
you
know
the
the
efforts
we've
undertaken
are
ones
to
improve
Staffing
levels
and
improve
the
conditions
under
which
our
officers
work.
C
You
know
one
of
the
first
things
that
the
mayor
did
upon
taking
office
with
with
many
of
us
with
him
is
visit
each
Police
Zone
to
hear
from
the
officers
who
are
working
there
about
the
challenges
they
face
and
and
other
you
know,
police
units
in
order
to
to
learn
from
them.
What
they
see
is
solutions
to
some
of
the
challenges
the
bureau
faces.
C
It
was
as
a
result
of
those
conversations,
for
instance,
that
we
made
the
decision
to
eliminate
the
60
college
credit
rule,
because
it
was
something
we
heard
continue
routinely
or
consistently
from
officers.
They
believe
would
improve
recruitment.
Now,
of
course,
as
in
any
group
of
people
that
have
you
know,
know
over
800
members,
they
don't
all
didn't
all
agree,
but
that
was
a
clear
through
line
from
those
those
conversations.
So
we
made
that
change,
and
then
we
we
took
steps
to
bring
on
a
class.
J
Depart
our
solicitor
to
see
what
we
can
do
as
a
council
that
we
can
do
differently
because
I
feel
like
we
have
to
do
something
because
it
is
so
bad
and
and
I
do
think
that
these
you
know:
curfew
centers,
that
we're
talking
curfew,
centers,
the
Resource
Centers
that
we're
talking
about
may
have
some
solution
to
some
of
the
crime
in
the
city
of
Pittsburgh.
But
I.
Think
that
there's
a
bigger
picture
here
and
I
think
this.
J
That
conversation
is
going
to
take
shape
and
we'll
know
what
direction
we
need
to
go
and
things
we
need
to
add,
but
also
I
want
to
say,
I,
know
you're,
not
talking
or
you
are.
When
we
talk
about
the
funding,
you
do
have
some
of
the
funding
increasing,
including
for
the
chief
of
police,
as
I
mentioned
to
you,
and
do
you
mind
if
I
bring
this
up?
J
I
mention
to
you
privately
that
I
noticed
that
the
consultant
has
the
chief
of
police
position
posted
for
about
thirty
or
forty
thousand
dollars
more
than
what
it
actually
is
in
the
budget.
And
so
you
talked
about
that.
Being
a
way
to
you
know,
recruit
people,
and
hopefully
you
get
some.
You
know
qualified
candidates
and
that
sort
of
thing
and
that's
something
that
if
in
fact,
somebody's
hired
with
that
amount,
it
will
come
back
to
council
for
approval
and
it's
pending
approval
and
that
person
will
know
that
in
advance.
Yeah.
J
C
J
Okay
and
then
so
I
just
want
to
make
sure
I
mentioned
that
part.
I
do
think
that
you've,
you
know,
lessened
the
requirements
and
drop
the
educational
requirements
to
attract
more
police
and
and
I'm
not
opposed.
But
what
I
think
is
that
somebody's
just
pointed
out
to
me
actually
with
solicitor
Friesen
that
in
Sweden
they
do
take
kids
with
high
school
as
soon
as
they're
old
enough
to
do
you
have
a
gun
or
whatever
that
they
do
take
them,
but
then
they
they
move
towards
getting.
J
You
know
their
their
degrees
that
if
they
you
know
something
they
can
have
in
two
years,
something
they
can
have
a
four-year.
If
they
want
to
be
a
detective,
they
have.
It
has
to
be
four
years
so
I,
just
I
just
think,
maybe
have
a
conversation
with
him
and
look
into
that
a
little
bit,
because
that's
that
would
be
an
interesting
way
to
do
it
too.
But
I
do
want
to
say:
I
know
that
Channel.
D
Right
yeah,
our
intent
is
more
along
the
line,
and
this
is
something
we
heard
too
so
having
60
college
credits
in
itself
doesn't
necessarily
apply
to
a
job
as
a
police
officer
right,
you
can
have
those
60
credits
in
anything.
So
our
intent
behind
this
is
to
eliminate
it
to
60
credits
for
entry,
but
then
do
programs
like
the
tuition
reimbursement
work
with
the
Union
on
ways.
D
D
So
we
are
talking
and
working
with
some
local
universities
to
see
if
they
can
do
some
Bridge
programs
or
or
even
potentially
give
some
credits
for
our
Academy
at
some
universities
that
they
waive
some
credits
or
give
them
default
credits
because
they've
completed
our
Academy,
which
is
one
of
the
the
longest
and
most
stringent
in
the
state.
So
I.
I
I
D
So
my
myself
as
a
paramedic
I,
went
to
Point
Park
University
twice,
but
the
second
time
because
I
was
a
paramedic
certified
in
the
state
of
Pennsylvania.
They
gave
me
60
credits
for
my
certification
that
didn't
require
me
going
to
college
I
went
to
you
know
a
trade
program
to
become
a
paramedic.
We
want
to
do
something
similar
for
our
officers.
So
that's
that's
kind
of
our
goals
with
that
is
to
to
encourage
them
and
give
them
benefits
of
going
through
policing
and
getting
those
credits
in
a
related
field,
not
just
in.
C
Any
random
and,
to
your
final
point
about
that
councilwoman
we
would
require
folks
to
complete
something
like
that
in
order
to
be
considered
for
promotion.
So,
for
example,
we're
we're
saying
you
don't
need
60
credits
to
come
in
the
door
to
the
academy.
You
would
need
something
like
that.
You
know
to
to
be
considered
for
sergeant
right,
so
so
that,
basically
you
could
earn
those
credits
in
your
time
with
us
before
advancing
to
The
Next
Step
yeah.
J
C
The
the
what
we,
the
the
early
indications
we've
seen
from
The
Matrix
study,
is
that,
as
if
you
compare
our
response
times
to
other
peer
cities,
nationally
or
even
larger
cities
than
us
larger
forces
than
ours,
we
perform
very
well.
We
perform
better
than
others.
I
I'm
not
familiar
with
the
particular
report.
The
media
report
they're,
referring
to
so
I'd,
have
to
check
that.
But.
J
Yeah,
it
was
something
on
211
I,
honestly,
don't
remember
the
exact
story,
but
it
was
something
about
the
response
times.
I
remember
seeing
it
seriously
something
else.
They
said
something
about
it
and
then
my
conversations
with
the
county
exec
was
that
he
initially
thought
that
he
would
have
to
have
permission
from
the
city
to
come
in
and
you're
saying
that
he
does
not
need
permission.
Is
that
what
you're
saying.
D
G
G
And
we
are
the
ones
the
city
of
Pittsburgh
is
the
ones
that
politically
indemnify
the
police
officers
actions
within
within
the
jurisdiction,
the
city
of
police.
So,
if
you're
going
to
do,
if
you're
gonna
do
some
collaboration,
you
need
to
make
sure
you
document
in
your
agreement
with
the
county
or
whatever
other
group
that
the
administration
decides
to
bring
in
here
in
police.
You
better
talk
to
Beth
pettinger
from
the
citizens
police
review
board
because
she
has
no
jurisdiction
over
their
conduct.
G
Be
careful
that
you
don't
engage
in
strategic
narcissism
that
you
want
things
to
be
a
way
that
you
believe
they
should
be
rather
than
what
they
really
are.
So
one
needs
to
be
very
careful
when
they
start
bringing
in
these
outside
entities
and
I
just
and
I
know.
Bruce
Krauss
is
big
on
this,
because
I've
heard
him
speak
at
the
table
about
it
about
about
accountability
right.
G
I
I
G
J
C
C
And
if
I
was
unclear
about
that,
councilman
I
apologize,
but
yes
we
we
agree
with
with
what
Bob
just
said
and
I.
Think
again,
our
Our
intention
is
to
working
with
the
Command
Staff
ensure
that
our
police
response
to
the
situation,
downtown
conditions
downtown
are
appropriate
and
you
know
meet
the
the
needs
of
the
moment.
So
so
it's
that
that's
our
primary
focus
is
working
with
our
own
police
Bureau
to
to
ensure
that
we're
responding
to
conditions
as
they
change
I.
J
Just
want
to
be
clear,
I
think
you
know
we
all
see
policing,
different
and
I'm
going
to
stop,
because
my
colleagues
want
to
ask
a
lot
of
questions.
I
think
we
all
see
policing
differently
and
I
think,
but
we
all
share
that
we
want
the
city
of
Pittsburgh
to
be
safe
and
I.
Think
how
we
get
there
is
is
the
is
how
the
conversation
that
we're
going
to
have
to
have,
but
I
do
I
do
think
that
they
have
a
difficult
job
and
I
do
think.
J
Morale
is
low,
I
think
it's
low
because
of
just
the
entire
climate
across
the
the
country
and
I
think
actually
I
think
it's
starting
to
have
some
backlash
and
some
people
are
starting
to
get.
You
know
shy
away
from
saying
you
know:
defund
the
police
and
those
kinds
of
things,
because
it
it
is
having
such
an
effect,
but
I
think
people
are
also
becoming
wiser
too,
to
the
whole
process.
Everything
that's
going
on
and
so
I.
You
know
it's
difficult.
It's
a
difficult
situation,
it's
a
difficult
time
right
now
and
I
I.
J
Thank
you
for
being
police
officers
in
this
environment.
I
know
it's
I,
know
it's
challenging
and
and
for
your
dangerous
work.
So
with
that
said,
I
just
and
thank
you
all
for
I
would
never
want
to
be
on
the
mayor's
side
having
a
negotiate,
a
contract,
because
if
I
would
be
like
Oprah
Winfrey
and
you
get
a
car
and
you
get
a
car
and
you
get
I'd,
give
everything
in
the
way
and
the
city
would
be
broke.
So
let
me
just
say
that
I'm
glad
it's
not
me.
J
A
H
Krause
yeah.
Thank
you
very
much
and
thank
thank
you
all
for
being
here
to
engage
in
a
really
complex,
complicated
but
important
discussion.
The
I
would
like
I
guess
like
to
start
by
comments
by
saying
that
I
don't
think
this
is
a
one
and
done.
This
is
not
something
that
we
can
just
discuss
today
and
and
say:
we've
done
our
job
and
and
walk
away
from
it.
I
think
this
is
this
I
know
this
is
going
to
have
to
be
an
ongoing
conversation.
That's
going
to
take
place
regularly.
H
The
the
problem
is
such
as
I
see
it
that
I
don't
want
to
over
characterize
it
by
saying
things
like
state
of
emergency,
but
this
we're
in
a
dangerous
time
here
where
there's
there.
We
governments
are
assembled
for
for
this
simple
reasons.
You
know
pick
up
the
garbage
swoop
the
streets
and
provide
for
the
public
safety
right.
I
mean
it's,
it's
the
the
role
that
government
takes.
H
It's
why
we
are
formed
and
and
ensuring
that
we
have
a
not
just
an
adequate
Bureau,
but
that
the
bureau
has
everything
that
it
needs.
It
has
the
resource
it
needs.
It
has
the
Personnel.
It
needs
and
it
has
the
training
that
it
needs.
It
has
the
equipment
that
it
needs
to
to
provide
for
the
function
that
we
ask
them
to
do,
and
I'm
I'm
very
proud
of
this
Council
for
the
time
that
I've
served
we
have.
H
We
have
always
strived
to
be
a
friend
to
to
our
Bureau
of
Public
Safety
and
and
understand
the
difficulties
and
complexities
and
to
provide
for
resource
that
was
within
our
power,
whether
that
be
body
cameras
the
different.
What
are
we
in
the
fourth
iteration
now
body
cameras
now
Council
has
always
supported
that
kind
of
technology.
H
I
served
a
number
of
years
on
the
ELA.
We
we
made
great
advancements
in
the
in
the
kinds
of
vehicles
that
we've
provided
for
police
officers
and
the
numbers
of
officers
am
I,
saying
we
were
perfect,
no,
not
by
any
means
of
what
we
did
providing
tough
books
for
officers
making
each
car
an
individual
police
station.
If
you
will,
having
not
being
so
invested
in
brick
and
mortar.
You
know
this
idea
that
if
we
just
had
a
station
everywhere,
the
world
would
be
okay,
it
isn't.
We
want
police
to
be
equipped.
H
I
H
You
know
how
do
we
make
Pittsburgh
be
the
city
that
if
you
want
to
go
into
law
enforcement,
you
want
to
come
to
Pittsburgh
to
be
in
law
enforcement
that
we
make
it
that
inviting
that
enticing,
that
you
want
to
be
here
and,
as
we
all
know,
this
we're
going
to
talk
openly
and
honestly.
Here,
that's
not
where
we
are
right
here
now
and
it's
no
one's
individual
fault.
H
It's
a
collective
thing,
that's
been
going
on
through
a
number
of
administrations
and
and
I
would
argue
again
just
Society
in
general
and
and
the
the
the
view.
Somehow
that's
been
allowed
to
permeate
the
national
discourse
that
somehow
this
isn't
dishonorable
profession
when
it
is
anything,
but
that's
the
big
challenge
I
would
love
to
know.
My
first
question:
that's
an
introduction
to
our
first
question.
But
how
do
we?
How
do
we?
You
know?
How
do
you
change
the
hearts
and
Minds
how.
G
Do
you
I'd
like
to
respond
to
that
Mr
yeah?
First
and
foremost,
you
addressed
the
incident,
so
whatever
that
incident
is
that
caused
this?
When
you
talk
about
the
Floyd
incident,
you
address
the
Floyd
incident,
so
you
investigate
that
incident
in
that
incident.
Only
and
then,
whenever
we
deal
with
that
incident,
that's
how
you
address
it
and
if
you
decide
you're
going
to
bring
charges
against
that
particular
officer
or
that
group
or
you
have
an
agency
issue,
but
we
don't
spread
it
around.
G
I
was
asked
recently
following
the
the
discussion
with
the
the
the
city
and
about
our
contract
on
Marty
Griffin
I
was
asked
that
very
question
about
your
judiciary
and
they
were
asking
talking
about
your
Judiciary
and
about
the
prosecutors
and
a
revolving
door
and
the
death
of
Chief,
McIntyre
and
I
believe
it
was
Larry.
Richard
tried
to
pull
me
in,
which
is
his
job
as
a
reporter,
and
he
asked
me
he
said
well.
What
do
we
do
about
this
revolving
door
of
Justice
when
this
guy
and
I
said?
Let
me
stop
you
right.
G
There
I
said,
let's
investigate
that
incident.
Let's
talk
about
that
particular
incident
with
that
particular
judge
or
that
particular
prosecutor,
or
that
particular
parole
and
probation
or
whatever,
and
not
paint
all
the
probation
and
parole
all
the
Judiciary
and
the
entire
prosecutorial
system
and
we're
going
to
blow
it
up
and
what's
what
I
think
happens
in
policing
and-
and
this
is
this,
is
you
asked
me
what
my
opinion
is
I'm
going
to
give
it
to
you,
because
I've
done
tons
of
use
of
force
expert
witness
work?
G
H
H
How
you
know
how
what
I'm,
not
you
know,
how
does
one
re-create,
the
the
the
I
don't
want
to
say
the
image,
but
the
the
the
honor
of
the
profession
that
that
one,
we
don't
we'll
always
have
to
recruit,
I
understand
that,
but
we
we
will
have
people
God
willing
when
they
lined
up
that
that
this
this
is
really
the
job
we
want.
It
comes
down
to
clearly
pay.
It
clearly
comes
down
and
we've
had
this
discussion
from
the
day.
I
walked
in
the
door.
It
comes
down
to
overtime.
H
It
comes
down
to
doing
not
having
clear
definition
of
what
the
Police
role
is
and
what
they
should
be
doing,
what
they
should
not
be
doing.
Are
they
supposed
to
be
event,
organizers
and
so
forth,
and
so
and
all
those
kinds
of
things?
But
how
do
we?
How?
How
do
we
solely
as
the
city
of
Pittsburgh,
recreate
the
the.
J
H
C
I
mean
I,
think
Lisa
spoke
to
this
earlier
and
can
probably
can
continue
that
thought,
but
I
I,
think
I.
Think
part
of
the
solution,
as
you're
sort
of
mentioning
as
she
mentioned
earlier
and
as
as
officer
schwarzwelder
mentioned
earlier
on,
is,
is
adding
some
some
clarity
around
expectation,
right,
I,
think
part
of
the
national
discourse
that
you're
talking
about
has
has
made
it
somewhat
unclear
to
folks
who
are
considering
a
profession
in
the
police.
C
But
we
need
to
sort
of
communicate
that
clearly,
which
is
that
the
the
job
is
to
prevent,
first
and
foremost,
prevent
violent
crime
or
investigate
violent
crime
when
it
happens
right
that
it
is
about
being
the
the
protector
and
the
servant
as
you
to
use
the
words
you
mentioned,
that
that
excites
people
about
the
job,
as
opposed
to
you,
know
other
duties
that
we've
sort
of
over
decades
kind
of
piled
on
to
the
policing
profession.
At
least.
B
And
I
and
I
think
you've
I
mean
I.
Think
you've
named
a
lot
of
it,
I
I
would
say
I,
don't
think
it
is
one
thing
I
think
I
think
some
of
it
is
providing
support
to
the
bureau
and
right
we
I
was
in
the
administration.
We
we
use
the
word
right,
A
Lot
the
force
should
be
the
right
size.
It
should
be
doing
the
right
job.
It
should
be
in
the
right
relationship
with
the
community.
It
should
be
in
the
right
relationship.
B
B
It
starts
with
re
whatever
this
word
is
right,
but
I'll
also
say
that
you
know
when,
when
we're
out
in
the
community,
I
think
there's
a
lot
more
variation
in
people's
thinking
than
maybe
the
picture
that
you
just
painted.
I
mean
I.
We've
been
in
community
meetings
where
we
say
to
people
we
are
going
to
make
it
so
that
you
get
your
education
while
you're
on
in
the
academy
and
on
the
job,
rather
than
have
to
take
a
student
loan
to
try
to
come
in
and
people
cheer.
B
You
know,
I
think
what
what
Lee
was
pointing
to
I
think
I
think
we
have
660
folks
have
put
themselves
on
the
list
since
that,
just
since
that
very
very
simple
move
to
say,
you're
welcome,
even
if
you're,
not
somebody
who
can
acquire
those
credits,
you
know
it.
We
it
when
we
go
and
we
talk
to
communities
about
what
their
difficulties
are.
I
I
don't
want
to
say
that
there
are
not
people
who
are
concerned
about
the
relationship
between
police
and
community
and
maybe
even
fearful
that
that
relationship
could
be.
B
A
To
your
question,
you
know
it's
that's
the
magic
question
and
I
will
tell
you
I,
don't
think
anybody
really
has
an
answer
here
as
to
how
we're
going
to
make
Society
view
being
a
police
officer
as
a
honorable
thing
that
used
to
be
and
still
is
to
me,
I
will
say
you
know,
and
to
that
point
my
brother's,
a
police
chief,
my
cousin's,
a
police
chief
and
surrounding
communities
and
I
know
all
the
police,
Chiefs,
okay,
I
know
for
a
fact.
They're
recruiting
levels
are
way
down,
so
we
become.
A
Day,
I
walked
in
the
store,
Monroeville
Monroeville
used
to
get
200
apply,
they
have
like
30.,
so
they
don't
have
anybody
to
pick
from
what
do
they
do?
It's
easy
for
them
to
turn
to
the
Pittsburgh
Police
and
say
we'll
pay
you
an
extra
30
000
a
year,
and
you
can
anybody
blame
our
officers
for
for
leaving,
for
you
know
their
own
well-being,
so
I.
H
Just
wanted
to
add
that
no,
no,
you
take
the
conversation
where
I'd
like
to
go.
That
much
of
what
we've
talked
about
here
is
is
Recruitment,
and
how
do
we
get
new
officers
in
that
are
willing
to?
You
know,
accept
position
and
help
us
be
for
numbers,
but
we
haven't
talked
yet
about
officers
that
have
given
30
years
of
their
lives
already
and
what
we
should
be
doing
to
better
the
the
their
lives
and
their
working
conditions
and
to
honor
and
respect
the
dedication
and
the
time
that
they
have
given
to.
H
F
F
Nobody
wants
to
leave
the
Pittsburgh
Police
Department,
these
young
kids
that
are
leaving
do
not
want
to
leave
they're,
not
happy
where
they
go
other
than
that
they
get
a
lot
more
money
to
be
where
they're
at.
We
have
an
opportunity
here
in
Pittsburgh
in
this
department
to
do
a
lot
of
things.
You're,
not
just
locked
on.
As
an
officer,
you
have
motorcycle
Patrol,
you
have
a
horse
Patrol,
you
have
the
protective
Branch
you.
You
have
multiple
things.
You
can
do
you.
You
can't
get
bored
on
this
job
promotion.
F
There's
there's
such
a
great
chance
for
promotion.
Where
you
go
to
a
Borough
and
the
Sergeant's
been
the
sergeant
for
30
years.
You
don't
have
a
chance
you're
not
getting
in.
There
is
a
sergeant
or
a
lieutenant,
so
they
don't
want
to
leave
here.
You
would
not
have.
You
would
probably
still
have
some
staffing
problems.
It
wouldn't
be
as
bad.
If
it
wasn't
for
the
pay,
you
can't
have
a
pension
that
is
below
the
poverty
rate
and
expect
people
to
say
Yep.
F
This
is
where
I
want
to
be
they're
not
going
to
stay
and
and
when
I
took
the
test
in
in
91,
there
was
almost
4
000
people
took
the
test.
So
when
you
talk
about
well,
we
got
60
people
to
sign
up
for
this.
That
60
people
is
not
going
to
help
us
in
any
way.
We
we
are.
If
nobody
at
the
table
wants
to
talk
about
it.
We
are
at
code
red
we
are
so
far
below
and
we
are
losing.
F
Yes,
the
Connie
test
is
coming
up
real
soon.
The
County
Police
test
is
coming
up.
There
will
be
a
lot
of
our
guys
will
be
at
that.
At
that
test.
I
talked
to
the
young
kids
constantly
at
the
station.
They
are
all
going
to
test
for
shake
hog
and
everybody
else
they're
going
to
continue
testing
they
want
out.
They
want,
they
want
to
be
gone,
they
don't
feel
respected,
they
don't
they're,
not
getting
paid,
they
can
make
thousands
and
thousands
of
dollars
more
everywhere
else.
We
are
here
as
far
as
pay.
F
Everybody
else
is
up
here
when
it
comes
to
work,
we're
up
here
and
everybody
else
is
down
here,
so
who's
going
to
stay.
So
we
could
say
you
know
what
do
we
need
to
do
to
make
it
so
much
better
for
just
pay,
pay
your
guys
and
and
show
them
the
respect
they
deserve
and
pay
them
a
salary
that
they
deserve,
that
everybody
else
is
getting
and
you'll
retain
those
officers.
They
will
stay
here.
There's
too
much
opportunity
here
too
much
to
do,
and
here.
G
G
Etc,
when
you
have
the
worst
pension
system
into
Commonwealth,
as
far
as
it
is
Police,
we
are
worse
than
an
act,
600
community
and
if
you
understand
and
I
know,
you
understand,
government
pretty
well.
I've
heard
you
speak
eloquently
at
this
table
when
you
talk
about
boroughs
and
Township
Code,
and
things
like
that,
they
talk
about
sitting
in
a
second
class
code,
we're
the
worst.
We
our
pension
is
nowhere
equal
to
the
boroughs
and
municipalities,
they're
pensioned
on
their
total
earnings.
Their
increments
are
substantially.
We
have
not
had
a
pension
increment
change
since
1983..
G
G
Run
that
sir,
we
do.
The
city
council
runs
that
pension
is
a
is
a
collectible
bargaining
right
and
city
council
can
pass
an
ordinance
at
any
time
to
do
whatever
it
is.
They
need
to
do
when
it
comes
to
pensions.
You
run
the
show
city
council
runs
that
show
so
I
just
wanted
to.
Let
you
know
about
that.
So
when
you
have
a
pension
system
that
that's
here,
you
have
had
an
increment
change,
a
pension,
increment
change
since
1983.,
it's
twenty
dollars
for
every
month
you
stay
Beyond,
20
years.
That's
it!
G
If
you
go
to
Coraopolis
Kennedy
Township,
Robinson,
Ross,
moon,
it's
a
hundred
dollars
a
month
five
times
what
a
city
cop
makes
and
if
you
go
by
the
most
recent
statistics
published
by
the
district
attorney
when
he
examined
the
workload
as
Joe,
speaks
about
in
the
entire
Allegheny
County
Pittsburgh's
performance
70
to
80
percent
of
all
the
police
work
and
everybody
else
is
performing
20
not
to
detract
from
those
communities.
But
when
we
compare
apples
to
apples
or
apples
to
oranges,
we're
doing
70
to
80
percent
of
the
work,
everybody
else
is
doing
20.
H
H
There
are
multiple
conversations
that
need
to
take
place
here
and
I
would
argue
that
a
a
meeting
in
and
of
itself
entirely
based
on
compensation
for
officers
and
how
we
better
compensate
and
what
that
actually
looks
like
as
fiduciary
agents
of
the
city.
We
mind
the
budget
and
we've
been
here
through
the
lead,
the
really
difficult
times
when
we
had
to
say
no
to
everything
and
so
I'm
not
here
to
to
you,
know
scandalously
open
the
checkbook
and
just
write
checks,
because
we
can
write
checks.
H
But
I
do
believe
that
that
that
is
an
honest
question
that
that
some
way
somehow
we
I
think
we
can
to
devote
an
entire
conversation
around
compensation
for
for
police
officers.
What
that
looks
like
and
how
we
can
can
do
better
when
I
schedule
that
I'll
be
happy
to
work
with
the
councilman
to
do
that,
but
I
remember
coming
in
I,
served
in
the
public
safety
chair
and
had
that
very
conversation
with
Beth
pittinger
at
that
time
to
talk
about
how
we
can
better
to
better.
Do
that.
H
H
But
having
said
that,
when,
as
fiduciary
agents
of
the
city
and
we
write
the
checks
at
this
table,
those
events
bring
in
enormous
amounts
of
tax
revenue
which
feed
the
budget,
which
help
us
to
be
able
to
fund
the
things
that
we
need
to
do
so
I'm,
not
defending
either
side
I'm
only
saying
they
have
to
exist
in
some
level
of
Harmony
here,
because
we
need
the
revenue
that
it
generates
and
yet
it's
the
same
thing.
Our
police
force
is
not
private
detail.
Security.
Foreign.
H
Forgive
me
for
saying
that
it's
probably
a
terrible
thing
for
me
to
say,
but
you
know
we
have
to
find
a
better
way
and
that
could
probably
be
a
third
conversation.
It's
just
really.
You
know
Kenny
Chesney
I,
you
know
I
got
I
just
you
know:
I
dropped
to
my
knees,
At
The
Mention
of
the
name
like.
Why
is
he
coming
to
the
town
and
allowing
to
just
hammerage
our
Public
Safety
Services
and
our
our
Public
Works
services?
And
you
know,
because
people
can
be
drunken
Indian,
throw
up
on
each
other
for
a
day.
C
C
I
I
think
we
have
collectively
all
of
us
right,
the
police
and
Council
and
and
the
administration
your
ever
responsibility
to
prepare
adequately
for
what's
happening
in
the
city,
to
protect
everyone's
safety,
including
the
safety
of
residents.
When
there's
a
mass
event
now
there
there
are
multiple
ways
that
that
can
be
managed
in
ways
that
could
potentially
be
done
better
or
differently
that
we're
happy
to
explore.
But
I
don't
believe
that
it's
fair
to
say
that
we
give
those
events
priority.
I'm,
not
saying
that
you
you
were.
H
H
But
I
do
believe
I
mean
it
is
an
important
source
of
Revenue.
It
is,
we
are
the
downtown
if
you
will
to
many
surrounding
communities.
They
do
come
here
for
entertainment
and
socialization,
Carson
Street
and
you
know-
and
we
have
to
you-
know:
yes,
it's
a
great
Revenue
generator
and
at
the
same
time
you
know
we
are
more
than
just
private
security
for
special
events
like
that.
H
You
know.
Carson's
three
I
mean
I've
been
fighting
this
fight
for
20
years.
I
understand
that
we
can
be
effective
planners
and
managers
and
and
and
and
stewards
and
create
environments
that
will
will
be
self-sustaining
and
that
they
can
exist
on
their
own
and
only
in
the
rare
occasion
that
something
goes
off
the
rails.
Do
we
call
police
officer
in
but
the
the
idea?
And
it's
not
you,
please,
don't
take
it
this
way.
This
is
my
third
Administration.
H
You
know
it's
the
you
know
it's
we.
We
can't
seem
to
find
solution
to
to
be
proactive
and
we
end
up
being
reactive
and
saying
well
just
throw
police
officers
into
it,
because
we
don't
know
what
else
to
do,
and
that
might
be
the
fourth
conversation
that
we
need
to
have.
But
I
would
like
to
exit
my
remarks
by
saying
what
a
tremendous
respect
to
have
for
acting
Chief,
Stan,
grucky
I,
just
find
it
to
be
a
an
absolute
gentleman,
a
a
a
real
resource
to
the
department
I.
H
You
know
I'm
very
happy
he's
in
the
position
that
he
is
in
I
understand
how
you
need
and
want
to
to
to
you
know,
find
the
best
candidate
and
you're,
not
the
first
Administration
to
go
out
and
do
a
search
for
a
chief
since
I've
been
here
and
I.
Understand
your
desire
and
responsibility
to
do
that.
But
I
I
just
have
the
highest
praise
and
and
and
support
and
recommendation
for
acne
Chief
stay
in
grecky
and
I.
Just
find
him
to
be
a
gentleman
and
a
perfect
person
to
be
in
the
position.
So
so.
H
Manageable
pieces
instead
of
trying
to
eat
the
elephant,
you
know,
eat
the
elephant
one
bite
at
a
time
and
and
break
it
off
into
into
deliberate
and
detailed
sections,
one
of
them
being
financial
compensation.
We
all
know
that
you
speak
the
truth
when
you
say
you
know
now
well,
every
problem
go
away
when
we
pay
better.
Of
course
they
won't,
but
you
know,
will
it
help
70
percent
I
bet
it
will
you
know,
but
then
how
do
we
as
fiscal?
You
know
responsible
fiscal
agents
of
the
of
the
of
this
city
here?
H
A
A
H
L
E
I
gave
councilman
coghill
a
2004
contract
of
ours
and
a
current
that
just
expired
contract
through
2022,
and
we
looked
at
the
math
and
the
rate
and
hour
for
a
master
patrol
officer
who
is
15
years
on
the
job
in
18
years
from
2004
to
2022.
It's
gone
up,
8.91
cents
an
hour
in
18
years,
so
I
think
that
was
60
66
cents
a
year
on
average,
like.
G
L
G
G
L
G
G
J
G
Were
on
our
job
here
they
were
great
officers.
One
was
the
only
female
bomb
Tech
in
the
in
the
state
and
the
county
sucked
her
right
up
in
18
months,
she's
now,
bomb
tech
for
the
for
the
county
in
18
months
and
another
one.
A
high
level
degree
from
Duquesne
University
worked
in
zone
five
north
side
or
in
your
district,
and
she
now
works
for
the
county
sheriff's
office,
making
about
94
95.
K
G
C
I
I
think
we
certainly
agree
that
the
disparity
in
salary
between
our
Force
and
and
the
forces
of
other
for
other
municipalities
in
the
county
is
a
leading
reason.
Why
folks
seek
employment
there
from
who
work
on
our
Force?
Now
you
know
salaries,
subject
of
the
collective
bargaining
process,
of
course,
so
so
that
is
a
process
we're
currently
in
the
the
process
of
deciding
a
new
contract
through
arbitration
after
a
negotiating
process.
So
we're
limited
on
what
we
can.
C
You
know
really
dig
into
there
at
this
moment,
given
just
where
we
stand
in
that
process,
but
I,
don't
think
anyone
at
the
stable
disagrees
about
the
role
that
salary
play
in
in
that
equation
or
that
decision
on
the
part
of
officers
to
see
component
with
another
police
force.
It's
something
that
we
I
think
agree
needs
to
be
addressed,
address
addressed
and
something
we've
sought
to
address
through
the
contract
process
over
the
last
year
and
something
that
we
hope
can
be
addressed
before
the
process
is
complete.
L
G
I
I
L
In
terms
of
the
numbers,
I
want
to
go
back
to
some
initial
thoughts
that
I
have
when
we're
starting
a
conversation.
In
terms
of
you
know
the
the
slides
that
you
presented
a
question
that
I
have
is
really
just
to
start
from
beginning.
So
what
calculation
are
we
doing
to
make
sure
that
we
have
the
amount
of
officers
that
we
need
at
a
Zone?
L
This
is
for
the
director
of
the
administration,
because
I'm
just
wondering
sorry,
I
was
looking
at
you
and
I'm
thinking.
I
should
just
start
directing
my
my
question
so
I'm
I'd
like
to
know
so
we
talk
about
overtime
and
officers,
not
know
when
they're
going
to
go
home,
so
I'm
really
wondering
how
that
all
happens
in
real
time
like
do
we
have
a?
Is
it
based
on?
What's
it
based
on,
you
know,
is
it
based
on
the
calls
that
come
in?
Is
it
based
on
the
cars
that
are
available?
I?
Don't.
D
Then
that
comes
out
from
there,
where
those
numbers
come
from
has
been
variations
depending
on
who,
his
chief,
who
the
commanders,
are,
what
Zone
it
is,
the
crime
rate
political
influence,
there's
a
lot
of
different
factors.
That's
one
reason:
we've
talked
about
the
study,
I
think
the
study
will
help
us
kind
of
make
sure
that
the
numbers
are
where
they
need
to
be
based
on
the
data.
That's
out
there.
D
We
don't
have
a
solid
answer
on
that
right
now,
as
Bob
mentioned,
the
last
study
that
was
done
was
2005
right,
not
sure
what
happened
with
the
information
in
that
study,
but
it
wasn't
necessary
followed.
So
what
we
need
to
do
is
once
the
Matrix
study
is
done.
I
think
we
sit
down
with
the
union.
We
talk
to
the
officers
and
figure
out
what
makes
sense
where.
G
I
can't
respond
to
that
Mr
Wilson,
they
don't
know,
we've
asked
for
it
for
25
years,
I've
often
said:
I
make
this
very
rude
and
and
off
the
cuff
comment
to
get
everybody's
attention,
but
I
said
you
could
police
the
city
with
One
Cop
entire
city
and
everybody
looks
at
you
like
you're,
crazy
right
because,
like
I've
seen,
Bruce
actually
look
up
and
he
was
going
to
say
I'm
going
to
come
over
there
in
a
minute.
But
but
the
point
is
your
question
is
very
valid.
G
G
I've
asked
well,
do
you
need
10
on
Monday
or
do
you
need
eight
and
what
is
it
you
want
them
to
do,
and
if
you
can
make
that
decision,
then
you
need
to
publish
that.
But
this
the
the
fire
department
will
tell
you
right
now.
If
you
call
the
fire
department
on
the
phone
right
now
call
Ralph
Secor,
upstairs
he's
probably
up
on
nine
watching
this
and
Ralph
will
say:
I
have
167
firefighters
on
this
many
pieces
of
apparatus
ready
to
roll
right.
G
Now,
if
you
call
the
paramedics
we'll
say
we
have
this
many
ambulances
in
service.
With
this
many
EMTs,
this
many
paramedics,
you
call
the
police
they'll
say
we
have
no
clue
we'll
get
back
to
you
in
about
three
days.
What
we
had
out
there,
because
they
don't
know
what
it
is
they
want
you
to
do
they
don't
know
how
many
crops
they
want
out
there.
They
don't
know
how
many
they
need
in
the
zone.
They,
don't
know
how
many
they
need
in
your
Zone.
L
L
D
D
D
The
result,
the
fine,
the
full
study-
should
be
completed
within
the
next
six
weeks.
I
think
you'll
see,
as
was
alluded
to
earlier
right
now.
We
do
a
very
good
job
with
the
numbers
we
have
I
mean,
although
they'd
be
dwindling,
so
we
have
to
take
that
into
consideration
what
the
future,
what's
going
to
impact
those
numbers
in
the
zones
where
we
do
very
well,
we
respond
well
to
calls,
but
what
the
study
hasn't
finished
yet
is
evaluating
the
overtime,
how
much
of
that's
covered
by
overtime?
D
What
happens
when
we
have
a
marathon
or
a
special
event?
What
happens
when
we
actually
just
have
you
know
so?
Giant
Eagle,
once
an
officer
at
the
store
to
cover
for
security,
how
that
impacts
Staffing
and
how
that
impacts
the
amount
of
off
hours
an
officer
works.
So
there's
a
lot
that
the
study
is
going
to
get
into.
That
will
show
some
of
that
information,
but
preliminarily
as
they
said
it.
We
our
response
rates
very
high,
which
I
think
we
should
be
very
proud
of,
especially
considering
the
circumstances.
D
Our
officers
are
doing
very,
do
very
well
getting
out
there
responding
the
calls.
There
may
be
anomalies
that
sometimes
a
call
takes
a
little
longer
or
something
happens
at
the
county,
or
something
happens
that
our
officers
might
not
get
there
as
quickly
as
our
average,
but
our
average
overall
is
much
lower
than
any
other
city
of
RSI
similar
size,
similar
population.
L
L
D
I
D
D
Some
of
that's
a
longer
term
project
but-
and
all
this
is
discussion
that
doesn't
mean
we
need
less
officers,
we
need
to
make
sure
we're
utilizing
everybody
the
most
effective
manner
that
we
don't
have
officers
going
to
doing
menial
tasks
when
they
are
trained
to
be
officers,
they
should
be
officers.
Okay,.
E
L
Okay
and
then
I
do
have
a
question
about
the
implementation
of
an
alternative
response.
So
there's
been
a
lot
of
discussion
about,
and
we've
invested
in
different
programs
and
just
want
to
get
you
know.
For
instance,
the
office
of
community
health
and
safety
plays
the
part,
but
also
the
roots
program
just
want
to
get
an
update
on
how
that
fits
into
what
will
come
out
of
the
study
and
how
that's
going
like
what?
How
would
that
implementation?
D
Like
well,
as
you
know,
Council
approved
the
expansion
of
the
roots
program.
One
thing
we
found
so
I'll
use
zone
two
as
an
example
on
a
weekly
basis,
there's
a
case
conferencing
about
with
our
police
and
with
the
roots
team,
to
talk
about
people
that
the
police
are
seeing
frequently
that
might
be
in
Mental
Health
crisis
might
have
a
housing
issue
and
other
things
they
meet
on
a
regular
basis.
The
police
do
utilize,
The
Roots
team
on
a
regular
basis,
they've
been
very
helpful.
D
You
know
our
officers
have
given
us
a
lot
of
good
feedback.
One
part
where
we're
missing
is
that
Roots
team
is
only
available
for
very
limited
hours,
because
we
only
have
three
people
that
cover
all
of
zone
two.
So
as
we
expanded
I
think
you
know,
the
pilot
seems
to
be
successful
and
we're
going
to
continue
to
go
in
that
direction
and
expand
that
program,
hand
in
hand
with
police.
The
idea
would
be
to
allow
police
to
be
available
for
violent
responses.
D
J
D
L
D
So
over
the
so
we
test
every
month
or
HR
open
at
this.
They
do
police
testing
once
a
month,
yeah
used
to
be
annually
or
used
to
be
every
so
many
months,
but
the
monthly
they
test
prior
to
removing
the
credit
requirement.
Those
numbers
were
that
would
show
up
for
the
tests
were
between
8
and
15
on
average
over
the
past
two
to
three
months.
D
I
D
G
L
D
B
J
B
Get
invited
to
come
at
to
the
to
the
class,
the
I
think
we
are
sending
more
than
we
have
in
years
past.
The
ratio
has
typically
been
something
like
six
packets
to
seat
in
the
class
I
think
we
went
a
little
higher
than
that,
just
to
make
sure
that
we
were
capturing
as
many
folks
as
possible,
and
so
it
was
just
to
clarify
that
of
the
258
packets
we
sent
out
which
are
kind
of
like
invitations.
F
C
I
think
if
I'm
following
your
question
correctly
councilman
as
Lisa
just
said,
258
people
were
sent
a
packet.
We
don't
did
I
get
that
number
right
yeah
and
we
don't
yet
know
how
many
of
them
will
return
it
and
we
from
there
folks
sometimes
drop
out
of
the
process
for
any
number
of
reasons
between
now
and
July.
So
so
the
the
answer
to
the
question
of
how
many
are
going
to
be.
You
know
in
a
chair
in
the
academy,
on
the
first
day
of
that,
the
class
we
don't
know
yet,
but.
L
L
L
G
E
L
A
E
F
D
D
D
Leave
but
yeah
we
can.
We
can't
run
them
exactly
the
same
time,
but
there
is
a
gap
that
eventually,
once
once
they're
in
field
training,
we
can
start
another
classroom.
We
are
looking
to
see
what
we
can
do
with
that,
but
with
this
current
Staffing
we
have
at
the
Academy
and
space
we
have
at
the
Academy.
We
are
somewhat
limited.
Okay
is
there
is
why
we.
D
Nelson
Denny
reading
tests
thorough
background
checks,
Omi
has
to
go
out
meet
with
neighbors
meet
with
people
there
there's
a
very
long
vetting
process,
psychological
exams,
all
that
that
takes
HR
about
six
months.
We
have
five
to
six
months.
We
did
talk
to
them
about
trying
to
condense
that
and
the
only
way
they
could
do.
That
is,
if
we
would
add,
you
know
more
Staffing
for
OMI
and
polygraphs,
and
everything.
L
A
No
thank
you.
Councilman
Wilson,
good
questions
and
I
just
wanted
to
make
a
note.
You
know
the
five
council
members
that
are
here
and
I
believe
councilman
Lavelle.
We
did
Trek
over
to
Lodge
headquarters
and
Jason
ran
us
through
all
these
numbers,
much
more
detail,
much
more
complex
than
what
I
showed
you
today,
but
so
so
we
are
familiar
and
I
just
wanted
to
thank
the
members
who
did
take
the
time
out
to
come
to
the
academy
or
to
the
headquarters
that
day
so
yeah
councilwoman
Strasburg.
Thank
you
for
being
so
patient.
M
Thank
you,
councilman
for
calling
this
post
agenda.
I,
really
appreciate
your
leadership
here
and
your
work.
Thank
you
all
for
being
here
today.
I
appreciate
it
and
for
what
you
do
every
day,
so
I
I'm
I
also
am
grateful
to
my
colleagues
for
the
questions,
because
they
did
ask
some
of
the
questions
like
pay
and,
like
other
you
know,
morale
that
I
wanted
to
touch
on.
M
I,
do
still
have
a
few
I'd
like
to
ask
and
I'll
jump
right
in
with
I
guess
this
touches
on
both
City
County
and
bordering
municipalities
even
and
morale
those
two
topics.
So
notwithstanding
councilman
krause's
suggestion
to
table
this
or
to
have
a
separate
discussion
which
I
certainly
think
we
should
I
wanted
to
ask.
M
And
let's
just
say
that
you
know,
even
though
we
need
to
balance
the
revenue,
that's
brought
in
by
special
events,
large
special
events,
but
we
acknowledge
that
the
mandated
overtime
is
taking
away
from
it
might
be
costing
us
money
and
that's
a
concern,
but
also
I,
think,
more
importantly,
it
is
one
of
the
contributing
factors
to
the
diminished
morale
of
this
Force,
because
everyone
needs
time
with
their
families.
Everyone
needs
time
to
recoup
everyone.
Everyone
needs
time
for
a
night
off
a
weekend
Etc.
M
What
is
the
barrier
and
I'm
I
really
don't
know
the
answer
to
this
so
I'm,
not
setting
anyone
up,
I,
just
I'm
really
curious.
What
is
the
barrier
either
logistical
or
labor
or
otherwise.
That
would
stop
us
from
partnering,
with
the
county,
sheriffs
and
neighboring
municipalities
to
form
an
agreement
to
say
we
acknowledge
that
it
is.
Members
is
residents
from
the
city
and
the
county
who
are
coming
to
these
large
events.
We
want
to
share
the
responsibility
for
Staffing.
These
events
has
that
been
discussed
and
if
it's
been
taken
off
the
table,
why
well.
G
There's
no
barrier
here
the
way
that
secondary
employment
works
as
long
as
they
offer
it
to
our
officers.
First,
if
our
officers
don't
take
it,
we've
worked
that
agreement
out
with
the
Chiefs
many
years
ago.
You
know
many
years
ago
the
problem
that
you're
running
into
and
that
may
be
a
question
more
suited
to
the
county
executive.
G
Their
overtime
Etc
goes
into
their
pension,
so
whenever
you
bid
for
one
of
them
to
work,
we're
the
cheapest
cop
on
the
block,
that's
why
they
love
us,
because
when
these,
when
they
bring
us
in
we're,
not
pensioned
on
that
money
and
so
on
and
so
forth,
so
the
city
doesn't
have
a
minimal
Municipal
obligation
like
the
county
does.
So
if
a
County
officer
comes
in
and
works
that
or
a
county
sheriff
comes
in,
and
if
the
state
police
come
in
and
work,
wow
I
mean
I'm
good
for
them.
G
I
mean
I'm
not
taken
away
from
them,
but
all
that
money
goes
towards
their
pension,
so
they
surcharge
for
those
charges.
In
other
words,
if
the
they're
not
going
to
pay
that,
like
the
County's
not
going
to
absorb
that
cost,
to
give
you
that
officer
for
overtime,
so
I
think
the
question
is
more
appropriately
ma'am
addressed
to
the
county
executive
and
their
labor
union,
because
we
already
know
how
we
operate
so
I
think
to
get
them
to
come
in.
G
M
D
D
And
in
general
yeah,
and
to
the
fop
president's
Point,
most
organizers
try
to
use
as
many
City
officers
as
they
can,
because
it
is
a
lower
cost
to
them.
We
don't
necessarily
give
them
a
choice.
Any
you
know
at
times,
picklesberg
this
past
year
is
a
good
example.
We
weren't
able
to
fill
it
so
it
did
go
to
the
county.
The
organizer
then
came
to
me
and
others
and
didn't
love
the
bill
they
received.
So
it's
a
balance
working
with
the
organizers.
D
Most
neighboring
boroughs
I,
don't
believe,
and
they
could
correct
me
if
I'm
wrong,
but
most
of
them
don't
have
the
Staffing
to
provide
much
coverage
for
that
also
training
wise.
You
know
we
we
have
those
relationships.
It
would
take
a
whole
other
level
of
agreement
for
a
bureau
that
has
no
overlapping
jurisdiction
to
come
into
the
city.
M
G
I
G
M
M
We
are
great,
so
some
of
the
questions
specific
to
that.
What
has
what
initiatives
have
been
launched
recognizing
fully?
What
I've
already
heard
that
one
of
the
number
one
contributors
to
say
morale-
and
you
know
the
potential
for
increasing
morale-
is
higher
pay
and
pension
to
both
retention
and
morale.
Are
there
initiatives
that
have
been
launched
since
then
to
promote
officer,
wellness
and
special,
especially
in
light
of
the
sharp
production
and
the
number
of
officers
serving.
D
I
mean
we
are
working
with
ochs
to
develop
some
more
officer
Wellness,
we
did
add
a
position
for
a
full-time
that
was
part-time
in
ochs
to
full-time
a
person
who
already
does
a
lot
of
Wellness
work.
I
think
it
can
continue
to
be
expanded,
but
I
also
think
a
big
portion
of
our
Wellness
concerns.
Right
now
is
I
mean,
to
be
honest,
is
Staffing.
I
D
M
I
recognize
that
a
class
can
feel
like
a
Band-Aid
when
we
have
potentially
shortages
now.
I
also
want
to
recognize
the
question
that
you
posed
before
and
that
Mr
schwarzwelder
you
had
posed.
We
don't
actually
know
what
the
number
is.
The
data
driven
number
is
for
the
number
of
officers
that
are
adequate
and
sufficient
for
for
this,
for
what
we
want
to
accomplish
in
this
city
and
on
this
Force
so
stating
that
I
think
we
still
know
that
being
asked
for
what
they
are.
M
What
they're
being
asked
to
do
at
this
current
moment
right?
It's
a
there's,
a
shortage.
Let's
see
here,
I
want
to
move
to
another
idea
in
the
same
vein
of
the
question.
I
asked
for
before
around
just
potentially
Creative
Solutions
to
the
amount
of
time
spent
in
2019
our
office.
Like
many
other
offices
across
the
across
the
city,
you
know
County
Country,
really
delved
into
policing,
and
we
produced
this
report.
M
M
Has
that
number
changed
and
in
addition
to
what
we've
already
heard,
have
we
considered
so,
as
you
mentioned,
Chief
Frank,
right,
reporting
of
non-emergency
type
of,
and
if
you
mentioned
councilwoman
before
as
well,
non-emergencies
such
as
like
a
stolen
bike,
stolen
lawn
mower
reporting
only
rather
than
officer
responding.
The
other
idea
that
I
keep
coming
back
to
is:
can
we
can
we
assign
non-moving
or
parkings
type
of
violations
to
non-officers
non-police?
M
M
G
Whether
that's
been
altered
or
not,
that
snoot
would
be
news
to
me.
Joe
can
maybe
speak
to
that
if
that's
been
altered,
but
you
you
need
a
police
officer
to
tow
the
car
because
that's
covered
under
the
vehicle
code.
So
typically
the
police
have
to
respond
issue,
a
citation,
fill
out
a
tow
slip
and
have
a
toad
because
then
the
city's
responsible
for
the
care,
custody
and
control
of
that
vehicle
until
it's
released.
So
that's
pretty
much
City
policy.
But
if
you're
talking
about
just
a
parking
meter,
we
don't
we
don't
deal.
A
K
G
C
I
think
you
did
point
to
a
couple
of
the
the
exact
type
of
of
opportunities
that
we've
been
exploring
and
would
like
to.
You
know
advance
for
this
same
purpose.
You
mentioned
telephone
reporting,
as
opposed
to
you,
know,
meeting
an
officer
to
respond
in
person
to
take
a
police
report,
and
that's
that's
seemingly
a
fairly
straightforward
way
to
reduce
that
that
time
burden
in
the
same
vein,
Lisa
mentioned
it
earlier
false
alarms
from
security
systems,
in
particular
in
commercial
buildings.
C
It
there
are
places
that
do
it.
Residentially
too,
that
would
be
slightly
more
complicated,
and
so
maybe
it
would
take
some
more
time
to
implement,
but
something
like
98
97
of
the
security
system,
alarms
in
commercial
buildings
or
false
alarms.
You
know,
I
think
the
shift
manager
at
a
restaurant
comes
in
to
open
the
place
up,
forgets
the
security
code.
C
Think
officer
shortswelder
was
correct
as
it
relates
to
parking
enforcement
issues
under
law
that
you
mentioned
the
vehicle
code,
which
is
an
important
one
there
that
there
there
are
certain
situations
where,
as
currently
structured,
it
would
be
difficult
for
someone
else
to
respond.
I
I
do
think,
to
the
extent
permitted
we're
very
open
to
and
have
had
some
preliminary
conversations
with.
M
And
I
do
recognize
that
hiring
is
an
issue
you're
you
serve
in
the
Parking
Authorities
I.
Won't!
Let
you
answer
too,
but
I
want
to
recognize
that
hiring
is
an
issue
everywhere
right!
It's
a
tiring
is
a
is
a
challenge
for
the
parking
authority.
Currently,
so
I
know
it's
not
going
to
be
an
immediate.
You
know
Silver
Bullet
answer,
but.
I
L
Just
working
on
some
legislation
dealing
with
you
know
what
I
guess,
what
the
parking
authority
could
you
know
ticket
for
and
finding
the
the
ordinance
that
was
done.
You
know
years
ago
that
does
lay
out
all
the
different
powers
that
you
know
the
the
city
gives
the
The
Authority,
so
it
does
I'm,
not
sure
each
one,
but,
for
instance,
like
you
know
it
expands
more
than
just
you
know.
The
metered
area
I
agree,
yeah.
K
L
M
So
I
you
know,
I
care
about
are
both
reality
and
perception
of
city-wide
Public,
Safety,
I
care
about
police,
community
relations
and
I
care
about
the
well-being
of
our
officers
and
our
police
force
right.
So
hopefully,
I've
made
that
clear.
Through
my
line
of
questioning
that
the
wellness
and
the
time
off
and
the
you
know,
the
pay
is
important
to
me.
M
M
This
gets
to
both
that
and
the
morale
question.
So
when
I
hear
about
lower
morale
within
our
ranks
and
I
also
think
about
I,
don't
want
to
bring
this
up,
but
I
feel
like
I
have
to
the
the
justification
for
discarding
the
council's
legislation,
barring
certain
minor
traffic
offenses,
as
being
as
pointing
to
both
the
state,
the
discrepancy
of
the
state
level,
but
also
low
morale.
M
I
can't
help
but
but
make
a
connection
in
my
mind
between
you
know,
a
diminished
morale
and
a
traffic
stop
gone
wrong.
I
hear
exactly
what
you're
saying
that
you
have
to
take
every
incident
as
it
comes.
You
can't
extrapolate
out
and
you
know
paint
a
broad
picture,
but
that's
where
my
mind
goes
and
I
had
to
be
honest
about
that.
I
know:
we've
heard
again
and
again
we
don't
have
a
scorpion
group
like
there
exist
in
Memphis.
We
don't
have
the
Baltimore
gun
Trace
task
force
here
in
Pittsburgh.
M
G
I'd
like
to
respond,
if
you
look
at
our
Omi
data,
there's
nothing
in
Romi
data
that
supports
that,
and
you
know
we
have
one
of
the
easiest
complaint
process
processes
in
probably
the
country.
Do
you
know
that
somebody
can
complain
about
a
police
officer
via
text
via
text?
They
could
send
a
text
message
to
Omi
and
say:
I
have
a
disagreement
with
this
officer.
G
In
spite
of
many
of
them
being
maimed
shot.
Some
of
them
were
nearly
killed
a
few
weeks
ago
and
after
chief
McIntyre
was
killed
and
there
was
an
individual
that
opened
up
on
him
with
automatic
weapons
fire
and,
above
my
distance
to
councilman,
krauss's
and
I,
didn't
hear
anybody
worry
about
those
two
police
officers
were
nearing
to
murder
with
automatic
weapons
fire.
So
I,
don't
think
we
have
that
here.
G
We
don't
have
those
problems
here
by
saying
that
you
could
never
have
it
but
I
think
if
we're
going
to
stay
focused,
we
never
raised
an
issue
that
we
needed.
The
low-level
traffic
stops
for
officer,
morale,
I,
I,
never
heard
the
fop
ever
raise
that
issue.
We've
never
raised
that
issue.
When
that
order
was
issued.
We
didn't
say
a
word
city
of
Philadelphia
is
FOP
sued.
We
never
said
anything.
G
I
think
what
the
chief
did
was
based
on
accreditation
is
why
he
reinstated
that
that
was
a
that
was
a
command
strategic
decision
that
didn't
come
from
us.
So
if
you're
hearing
that
I
apologize,
we
did
not
raise
that
issue
about
a
traffic
stop
and
not
us
not
being
able
to
enforce
low-level
traffic
stops
as
a
morale
issue.
M
D
And
I
I
can
actually
I
think
address
that
a
little
bit.
You
know
when
that
happened.
I
talked
to
Chief,
sangrecki
and
I
actually
talked
to
councilman
Krause
about
this
yesterday.
So
when
he
said
morale,
it's
not
that
police
want
to
pull
people
over,
because
that
helps
morale.
The
morale
issue
came
from
confusion
both
from
the
officer
side
and
the
community
side
about
what
that
law
meant
and
how
it
was
interpreted
by
not
only
our
officers
but
also
the
community
I've
had
officers
tell
me
they
pulled
people
over
for
going
through
a
stop
sign.
D
After
that
law
legislation
was
passed
and
the
person
said
you're
not
allowed
to
pull
me
over
for
this
anymore.
So
right
away,
it
becomes
a
negative
engagement
for
something
the
officers
were
still
expected
to
and
I
believe
should
still
pull
people
over.
For
so
you
know
he
unfortunately
spoke
and
said
morale,
but
didn't
embellish
that
I
think
it's
a
matter
of.
D
We
want
to
make
sure
everyone
is
clear
as
to
what
the
rules
are
and
what
the
laws
are,
that
officers
are
well
understood
and
we
believe
our
officers
do
the
right
thing
on
a
regular
basis.
Every
day,
they're
out
there
they're
having
thousands
of
engagements
with
community
members
without
any
negative
concerns,
but
also
the
community
has
to
be
aware
of
what
that
means,
because,
as
you
know,
some
of
the
stories
that
got
out
publicly
was
Pittsburgh's
not
pulling
people
over
for
speeding
they're
not
pulling
people
over
for
going
around
to
stop
school
bus.
D
D
What
we'd
like
to
do
is
take
a
look
at
it
review
both
what
we're,
explaining
and
training
the
officers
for
and
ensuring
that
our
policy
meets
the
intent
behind
that
legislation
and
that
our
training
meets
that,
but
also
that
we
are
clearly
communicating
and
educating
the
public
about
what
that
legislation
means
and
what
we
believe
in
our
officers,
which
is
they're
not
just
randomly
pulling
people
over
to
cause
harm
to
anyone.
I,
don't
believe
any.
D
E
If
I
could
just
stab
him,
you
talked
about
the
community
oriented
the
previous
administration,
had
added
three
neighborhood
resource
officers
to
every
zone,
so
that
was
18
people
across
the
city.
That
was
dealing
with
neighborhood
issues.
Then,
on
top
of
that
we
had
two
cros
which
were
Community
oriented
but
as
a
sign
of
the
times,
we
just
had
to
downsize
and
downsize
in
the
nros
I
think
two
years
ago,
but
they
just
went
away
because
we
couldn't.
A
E
K
M
A
N
Work
yeah!
No!
No!
It's
fine!
It's
good,
because
I
actually
got
to
hear
everyone
and
so
sort
of
I.
Don't
think.
I
have
as
many
questions
as
just
sort
of
a
few
comments.
I
do
you
know
similar
councilman
Strasburg
I
do
want
to
just
for
the
sake
of
not
so
much
for
you
guys,
but
to
address
what
councilman,
Krauss
and
council
president
said
earlier.
I
I
I
think
that
we
need
to
respect
the
the
you
know.
There
is
a
perception
of
policing
right
across
this
country.
N
N
These
things
are
happening
across
the
country.
There
is
a
long,
long,
long
history
behind
it,
especially
for
our
communities
of
color,
so
that
should
be
acknowledged
and
I
think
you
know
respected
by
all
parties.
So
the
fact
that
that
folks
on
Facebook
and
social
media
and
whatever
that
there
that
there
is
this
perception,
you
know
it
is
an
issue-
it's
something
that
we
would
love
to
resolve,
but
there's
a
reason
that
it's
there
and
and
and
I
think
it's
worth
acknowledging
that
reason.
N
That
said,
what
we're
here
to
do
at
this
table
is
sort
of
the
Practical
work
of
governing
right,
and
so
we
can't
you
know
we
have
to,
and-
and-
and
today
that's
that's
talking
about
about
the
Staffing
issue,
which
is
also
very
real
right,
so
I
guess
I
kind
of
have
the
advantage
of
being
new.
This
is
my
first
time
doing
this
I
I
really
appreciated
the
briefing
that
we
had
at
fop
headquarters.
That
was
super
informative.
N
Not
what
I
expected
you
know
so
I
do
want
to
say
so
in
in
my
district
in
particular,
there
are
lots
of
residents
who
are
very
pro-police.
Pro-Law
enforcement
very
supportive
and
I
think
that,
while
in
being
supportive,
there's
also
sort
of
a
little
bit
of
like
blinders
on
to
the
fact
that
we
are
asking
police
officers
to
do
all
things
and
be
all
things
and
and
that
just
can't
that
doesn't
work
right.
N
So
there's
perhaps
a
bit
of
a
lack
of
understanding
of
exactly
what
it
means
and
so
and
one
thing
that
we
talked
about
which
really
jumped
out
at
me
as
a
practical
solution
solution,
councilwoman
strasberger
touched
on
it.
Is
this
idea
of
self-service
reporting
and
I
feel
like
those
communities
you
know
as
residents
and
even
today,
right
now
right,
regardless
of
whether
we
have
a
policy
in
place
or
not.
N
But
you
know
that
that
those
calls
sort
of
move
into
maybe
the
realm
of
3-1-1
or
something
like
that.
Just
non-urgent
calls,
because
we
have
these
highly
trained
officers
and
we
do
want
them
right,
dealing
with
the
the
some
very
scary,
violent
behavior
that
is
also
going
on
in
this
city
right.
So,
let's
let
them
do
the
job
that
they've
been
trained
to
do,
but
with
something
like
that.
I
do
want
to
say,
because
we
talked
about
the
the
you
know,
the
misconceptions,
maybe
around
the
the
pulling
folks
over
for
minor
traffic
violations.
I
N
I
know
that
there
are
lots
of
things
that
could
get
tripped
up
with
that.
Maybe
city
ordinances,
but
I
think
that
the
the
the
idea
that,
yes,
we
can
do
that
right.
You
know
we
have
to
you,
know
private,
tow
companies
that
you
can
get.
If
you
own
a
parking
lot,
you
can
have
a
private
tow
company.
Take
a
car
I,
don't
know
the
details
behind
how
that
works.
But
it
seems
to
me
that
that's
something
we
could
do
without
you
know
without
making
it
too
complicated.
N
As
far
as
the
pay
issue,
you
know
that
that's
a
sticky
one,
because
there's
there's
already
so
much
budget
right
going
into
you
know
and
we've
got
roads
to
maintain
and
bridges
to
build
and
rec
centers
to
staff
and
all
the
other
things
that
we
need
to
do
in
the
city.
So
for
that
I
mean
I,
guess,
I
would
really
sort
of
turn
that
to
director
Schmidt
you
know
in
in
in
the
realm
of
Public
Safety.
N
You
know
we're
talking
about
reimagining
Public
Safety
overall
right
and
in
doing
that,
we
can't.
We
can't
continue
to
treat
the
police
like
this
island
in
and
of
yourselves
right,
where
you're
sort
of
you
know
you're
sort
of
left
holding
the
bag
right
when
it
comes
to
this
giant
Public
Safety
budget,
like
it's
all
on
the
police,
at
least
that's
sort.
You
know,
like
I,
think
we
I
think
the
public
deserves
to
really
understand
what
that
Public.
Safety
budget
looks
like
what
are
we
putting
into
fire?
What
are
we
putting
into
EMS?
N
How
many
calls
are
being
answered?
What
is
the
staff?
What
do
the
pensions
look
like
and
I'm
sure
you
know
I
know:
there's
people
freaking
out
there,
but
these
are
things
that
folks
need
to
know
because
there's
sort
of
this,
this
kind
of
concept
like
oh
well,
you
know
it's
all.
You
know
everything's
good
for
everything
else
in
public
safety,
but
not
for
the
police.
Right,
like
not.
N
You
know
so
I
think
that
that,
just
as
as
a
department
overall
and
then
there's
the
roots
team
and
we
want
social
workers
and
we
want
all
these
things
right.
We
want
this
new
version
of
Public
Safety
and
so,
and
that
is
a
benefit
and
a
burden
for
each
part
of
the
department.
So
I
think
it
would
be
helpful
for
the
public
and
certainly
for
us
to
kind
of
understand
that
better.
You
know
where,
where
are
the
police
carrying
the
load?
N
If,
if
there
is
something
in
the
contract
that
that
that
keeps
us
from
hiring
other
folks
to
do
the
overtime,
you
know,
hopefully
that's
something
that
can
be
resolved
so
that
we
can
use
the
county
and
other
municipalities
and
whatever,
maybe
private,
I,
don't
know
whatever
it
takes
to
staff.
These
big
events,
so
that
your
folks
can
keep
doing.
You
know
the
important
work
of
like
protecting
and
and
addressing
violent
activity
and
then
come
in.
If
should
that
type
of
activity
happen
at
those
events,
then
you're
actually
available
to
deal
with
it.
N
N
It
costs
so
much
money
and
I
know
that
there's
like
a
whole
Barn
I,
don't
know
how
many
horses
we
have
but
and
I'm
not
asking
anybody
to
comment
necessarily
I'll
hold
that
one
myself,
but
it's
something
to
look
at
something
to
consider.
You
know
if
there
are
cost
savings
and
we
can
move
that
money
to
you
know
other
things
like
maintaining
our
vehicles,
Etc.
That
is,
at
the
very
least,
something
to
consider
and
I'm
sure
that
there
are
numerous
Farms
out
in
Pennsylvania.
That
would
be
more
than
happy
to
adopt.
N
A
A
second
thank
you,
councilwoman
work.
Well,
as
I
said
from
the
start,
you
know
I've
been
talking
to
both
sides
on
a
regular
basis.
I
just
have
a
few
suggestions:
I'm,
hoping
that
we
can
come
to
a
consensus
and
say
we
can
continue
these
talks.
Okay,
first
and
foremost,
arbitration
is
not
going
to
solve
our
immediate
problem
as
the
declining
numbers.
We
are
on
Pace
to
be
at
669
police
officers,
that's
on
the
January,
25
and
nothing's
going
to
change
unless
we
put
extra
recruiting
classes
on
so,
and
we
can't
do
that.
A
So
we're
definitely
headed
to
that
direction
and
I
would
venture
to
even
say
it's
going
to
be
below
669
I
would
say
it's
gonna
be
more
like
650,
okay,
because
we
use
conservative
numbers
here
as
to
you
know
the
police.
We
we
lose
per
year,
I'm,
going
to
suggest
a
couple.
Things
and
I
talked
to
both
sides
about
this
and
I
hope.
We
can
continue
this
conversation
first
is
the
recruitment
classes?
Okay,
whenever
that
first
Branch
or
whatever
that
first
group
gets
out
of
the
classroom
and
into
field
training.
A
Right
so
we're
going
to
continue
the
the
you
know,
the
the
packets
are
going
to
continue
to
come
to
HR
and
we
have
a
recruitment
class
of
200
we're
going
to
take
30
from
there
and
the
next
class
we're
gonna.
It's
just
gonna,
be
simultaneously
as
for
now
until
we
decide
what
that
number
is,
we
know,
669
is
unsustainable.
A
You
know,
Jason
I,
believe
Jason
knows
his
numbers
and
his
facts,
and
you
know
he
thinks
it
should
be
about
950.
You
know
we
budget
for
900,
so
who's
to
say
what
that
number
is
all
I
can
say.
Is
we're
going
to
need
multiple?
You
know
recruitment
classes,
not
just
the
one
so
so
I
want
to
just
make
sure
that
we're
all
in
agreement
to
that.
The
other
thing
was,
you
know,
I
believe
strongly.
We
need
an
incentive
to
keep
retired
officers
who
are
eligible
to
retire.
On
now,
we've
heard
many
different
things.
A
There's
a
deferment
retirement
option
plan
there
could
be
a
signing
on
or
a
staying
on,
bonus
of
some
sort,
but
we're
getting
blood
from
two
different
ways:
we're
getting
blood
from
the
re,
the
the
retirements
and
also
the
resignations
which
I
got
news
for
you.
Most
of
our
retirements
are
kind
of
seeking
new
employment
opportunity.
Very
few
of
them.
A
They're
45,
50
years
old,
are
selling
off
in
the
sunset
they're,
going
with
the
county
and
County
police
and
County
Sheriff's
Office,
but
so
I
believe
strongly
that
if
we
sit
down
and
I've
talked
to
the
union
about
this-
and
we've
talked
about
this-
creating
some
sort
of
incentive
until
we
get
those
new
classes
on
the
street
and
that's
about
a
three-year
period
before
we
actually
have
a
rolling
out.
You
know
multiple
people
in
multiple
classes,
so
we
need
to
stop
number
one.
A
The
new
recruits
you
know
or
the
or
the
the
resignations
that's
hard
to
stop,
because
you
know
these
other
municipalities
are
free
to
do
whatever
they
want
make
offers
to
our
people.
So
I
believe
we
need
to
have
something
in
place
to
keep
the
folks
that
are
eligible
to
retire
25
years
plus
service
I
would
say
and
keep
them
on
board,
at
least
until
we
can
get.
You
know
more
recruits
in
the
field
to
that
point.
A
As
far
as
you
know,
when
these
municipalities
come
calling-
and
they
say
hey,
will
you
have
a
job
we're
going
to
pay
you
an
extra
thirty
thousand
dollars
a
year?
We
can't
just
let
them
go
for
eight
thousand
dollars,
Chief,
Frank
and
I.
Had
this
conversation
we
cannot
have.
We
cannot
make
them
sign
a
contract
to
say
oh
we're
going
to
stay
with
Pittsburgh
for
five
years,
preferably
that's
what
I
would
like
to
see,
but
we
can't
do
that
by
law,
but
what
we
can
do
is
up
our
costs.
A
So
when
Monroeville
comes
calling
to
one
of
our
police
officers,
not
only
should
we
gain
back
what
we
have
in
training,
we
should
gain
back
the
pain
in
the
rear
that
it
takes
to
put
another
trainee
through
the
recruitment
class.
And
what
does
that
mean
to
us?
Are
we
allowed
to
set
that
price?
For
me,
it's
a
lot.
A
It's
so
easy
for
them
to
pick
our
police
officers
off,
but
if
they
have
to
go
back
to
their
Council
and
say
oh
yeah,
we're
hiring
two
people
from
the
city
of
Pittsburgh,
but
it's
going
to
cost
us
a
hundred
thousand
or
fifty
thousand
dollars.
We
need
to
put
a
monetary
figure
on
that
to
stop
that,
because
that
is
more
problematic
than
the
retirements.
We
know
the
retirements
we
we
expect,
that's
why
we
have
recruitment
classes
in
order
because
we're
expecting
somebody
35
or
so
to
retire
per
year.
A
What
I
feel
this
city
this
Administration
certainly
is
new
at
it
and
I
think
it
caught
us
all
off
guard
in
the
last
Administration
as
well
is
the
amount
of
re,
the
amount
that
are
going
to
other
police
forces.
We
didn't
see
this
coming,
but
now
that
has
outweighed
our
retirements.
In
fact,
it's
you
look
at
the
first
part
of
this
year.
We
got
14
that
left
for
other
stations
and
three
that
are
staying
for
others,
so
so
that
I
would
like
to
see
now
in
the
long
term.
A
Okay,
that's
just
short
term,
so
we
can
keep
our
level
whether
it's
700,
800
or
900,
whatever
the
Matrix
study
or
whatever
this
Administration
deems
is
necessary.
There
got
to
do
it
right.
I
mean
there's
just
no
getting
around
that.
So
in
the
long
term,
I
believe
strongly,
and
we've
talked
about
this
Bob
and
Joey
and
Jason
the
amount
of
time
that
a
police
officer
has
to
put
in
for
the
Pittsburgh
Police
Force
to
hit
that
retirement
where
they
can
start
collecting
their
pension
is
20
years.
A
Okay,
that
needs
to
change
that
needs
to
go
to
25
years
and
I.
Don't
think
you
all
disagree
with
that?
You
might
reluctantly
not
want
to
do
that,
but,
but
you
know
I
mean-
and
this
does
two
things.
First
of
all,
this
will
increase
so
and
I'm,
not
I'm,
not
talking
for
us
at
this
table.
This
is
for
people
10
15
years
down
the
road.
When
they're
dealing
with
the
same
problem,
this
will
increase
the
pension
fund,
we'll
make
it
healthier
at
the
same
time.
A
You
know
the
longevity
of
the
police
force
will
be
there
and
I
feel
strongly
that
that
has
to
change.
You
can
comment
on
this
closing
comment
of
whatever
I'm
saying
you
know
when
that
time
comes
to
continue
to
aggressively
raise
the
salaries
I
like
councilwoman,
kale
Smith
says
you
know
you
hear
the
gain
the
administration
is
trying
to
defund
police
I.
Don't
believe
any
of
that
I
believe
that
you
know.
Ed
Gainey
has
a
big
heart.
He
wants
the
city
to
be
safe,
he's
out
there
everywhere.
I,
don't
believe
this
is
his
way
of
defunding.
A
The
police
I
think
we
all
got
kind
of
caught
off
guard
and
If
This
Were
a
normal
set
of
circumstances.
The
offer
that
you
gave
to
the
fop
would
be
considered
a
generous
one
if
it
had
not
been
neglected
for
the
past
30
years.
I
think
you
know,
as
far
as
the
pay
scale
goes
so
I
think
that's
fair
to
say,
I
think
you
all
came
to
the
table
made
a
fair.
A
You
know
offer
I
think
the
fop
rightfully
needs
to
get
this
up
to
speed,
and
it
reminds
me
of
kind
of
what
we
did
on
Council.
You
know
we
didn't
have
a
raise
for
25
years.
We
tried
to
get
all
20
back
on
one
swoop
and
that
didn't
go
very
well,
but
but
so
so
I
I
feel
there's
some
similarities
here
where
the
fop
we
know
how
underpaid
they
are
compared
to
the
municipalities
surrounding
us
and
that,
as
Joey
Nichols
said,
that's
the
main
problem.
It's
about
money.
A
It
really
is
when
it
comes
down
to
it.
People
are
leaving
for
a
Better
Living,
so
so
I
would
like
some.
You
know,
I
I,
want
that
conversation
to
happen.
As
councilman
prowl
said
next
time
we
meet,
we
don't
need
the
arbitrator's
decision
to
sit
down
and
have
these
conversations
and
really
I
think
we
to
end
it
I
feel
like
we
need
a
new
training
center.
We
need
to
get
out
of
these
leases.
These.
A
You
know
whether
it's
Community
College
I
mean
they're
costing
us
a
fortune
and
whether
it's
to
start
building
up
at
the
you
know,
Washington
Boulevard
site
and
just
having
a
police
training
center
and
I
know.
Councilman
gross
is
not
here,
but
you
would
be
thrilled
that
if
we
could
move
an
indoor
shooting
range
there
as
well,
so
so
so
I
would
just
like
a
commitment
from
both
of
you,
because
I
didn't
want
to
come
here
and
just
go
back
and
forth,
and
who's
right
and
who's
wrong.
A
H
Please
I
just
want
one
one
more.
What
what
I'm
taking
away
from
the
conversation
today,
I
think
is
invaluable
setting
expectation
for
the
Department.
What
what
is
the
Department's
belief,
its
expectation
is,
what
is
our
belief?
The
expectation
of
the
department
is:
what's
the
administration's
belief
of
the
expectation
of
the
department
is
number
two
is
compensation
whatever
that
might
be
defined
as
whether
it's
monetary
or
or
I,
can't
think
of
the
word.
I
want.
H
The
way
yes
right,
you
know,
you
know
what
what
is
it?
What
what
is
it
that
we
can
do
to
better
understand
compensation
and
then
something
that
Jason?
You
said
earlier,
that
I
want
us
all
to
be
mindful
of,
and
that
was
the
impact
of
act
47
and
what
it
did
to
decimate.
So
many
amenities
that
we
were
able
to
provide
at
one
point
in
time
and
act.
47
did
not
happen
in
a
vacuum.
H
It
came
through
deliberate,
conscious,
Financial
choices
and
decisions
that
counsels
before
us
made
that
led
us
to
the
brink
of
financial
ruin
and
the
idea
that
we
can
fix
the
problems
and
they're
multiple
problems
that
we,
but
we
we
have
to
view
them
through
the
lens
of
fiscal
responsibility,
so
that
God
forbid
we're
we're.
It's
taken
us
20
years
to
recover
from
the
the
impact
and
the
Damage
47
did
not
47
47
dead,
47
corrected
it.
H
It's
the
decisions
that
were
made
to
that
led
us
to
having
to
go
under
State
receivership,
to
get
our
financial
house
in
order
and
that
we
must
always
be
mindful
of
every
decision
that
we
make
to
remedy
the
challenges
and
problems
that
we
Face
are
viewed
through
our
responsible
fiscal
lens
that
we
never
go
back.
Repeat
those
mistakes
again
and
dug
ourselves
even
further
in
the
hole
than
we
did.
The
first
time
around
and.
A
You
know
I
want
to
take
the
opportunity
to
thank
you
all
both
for
being
here.
You
know
it's
not
easy
to
come
here
and
talk
about.
You
know
these
situations.
A
lot
of
these
things.
We
don't
have
answers
for,
but
I
want
to
thank
council
members
for
being
here
and
before
I
turn
it
over
to
you
for
any
closing
remarks
that
you
might
have.
Thank
you
both
for
being
here.
You
know
it's
very
productive,
I
feel
I,
hope
the
talks
continue
and
we
can
all
kind
of
meet
at
some.
J
C
And
giving
us
and
the
fop
opportunity
to
talk
about
these
issues
with
Council
and
with
the
public.
You
know
I
as
it
relates
to
the
strategies
or
solutions
that
you
laid
out.
You
know
I'd
be
remiss
if
I
didn't
note
that
many
of
them
deal
with
topics
that
are
subject
to
the
collective
bargaining
agreement
right
and
so
I.
Don't
think
it
would
be.
C
The
the
question
of
the
fleet
and
the
question
of
the
training
facility
and
I'll
reiterate
things.
We
said
earlier
today
or
in
previous
occasions
that
we
are
committed
to
addressing
both
of
those
issues
as
it
relates
to
to
the
fleet
I
mentioned
earlier.
It
is
recently
as
earlier
today
we
identified
some
additional
funds
to
make
a
further
investment
in
in
the
state
of
the
fleet.
C
I
mean
the
the
condition
of
the
fleet
and
we'll
continue
to
look
for
those
opportunities
where
we
can
it's
something
we
have
to
manage
in
conjunction
with
all
of
the
other
fleets
to
council
person,
strasberger's
point
or
councilwoman
Warwick
I
forget
who
made
this
point
precisely
right,
but
there's
you
know
there
are
also
needs
in
Fire
and
and
DPW
right.
So
we
have
to
manage
all
of
those
simultaneously,
but
this
is
one
where
we
think
we
can
make
some
progress
as
it
relates
to
the
training
facility.
C
Again,
you
know
that
that
was
a
a
situation
last
year
where
there
was
not
a
project
ready
to
begin.
You
know
moving
forward
in
a
serious
way
that
there
were
older
designs
that
weren't
ready
for
being
ready
to
be
taken
out,
for
you
know
advancement
and
at
the
same
time
those
funds
had
been
in
the
budget
for
a
long
time
and
and
were
you
know,
subject
essentially
to
controllers
close
this
year
and
and
we
in
the
context
where
their
bond
funds-
you
know
that
produces
challenges
where
we're
sitting
on
older
money.
C
So
we
did
repurpose
those
funds
to
get
shovel
ready
projects
completed
where
necessary.
We
are
you're
committed
to
a
sort
of
right-sized
project
around
training
facility
when
I
say
right,
sized
I
mean
Focus,
first
and
foremost
on
a
training
facility
and
meeting
our
training
needs.
The
previous
concept
for
that
site
was
was
well
lot
broader
and
encompassed
a
lot
of
other
moving
pieces.
I
I
think
that
it
is
important
to
have
those
discussions
as
well,
but
we
can.
J
C
So
so
I
spoke
to
director
hornstein,
who,
through
dpw's
facilities
team,
is
charged
with
planning
those
projects
about
this
last
week
and
about
ensuring
that
we
have
a
a
well-vetted
proposal
around
that
to
bring
to
the
council
table
in
the
this
year's
budgeting
process
for
2024.
To
begin
that
process.
Good.
G
G
25
years
we'd
be
interested,
but
first
and
foremost,
I
I
also
would
like
to
thank
Council
for
having
this
meeting
and
that
and
the
time
and
energy
that
all
Council
persons
have
expended
to
allow
us
to
have
this
open
Forum,
because
I
will
tell
you
you
are
at
a
Tipping
Point
and
and
like
all
things
that
and
I'm,
not
one.
That's
on
the
alarm
and
I've
been
here
a
long
time.
G
I've
worked
in
the
seat
a
long
time
so
the
two
gentlemen
to
the
right
of
me
and
if
we
don't
get
it
fixed
and
we
don't
get
it
fixed
fast
and
we
don't
determine
the
mission
of
the
police
force
and
any
of
these
other
ideas
that
we
have
to
reduce
that
call
volume
you're
going
to
see
a
crime
wave.
That's
unprecedented
and
I
am
not
waving
that
flag,
like
oh,
hey,
I,
can
look
at
your
District.
I
can
look
at
her.
G
District
I
can
look
at
where
I
live
and
you
just
see
it
building
and
building
and
building,
and
until
we
get
this
corrected.
We're
in
a
big
and
the
only
thing
I
would
also
like
the
public
to
understand.
Is
do
not
judge
us
by
the
sins
of
others,
judges
by
the
sins
of
ourselves,
in
other
words,
judge
of
Pittsburgh
Police
by
what
we
do
wrong
and
then
feel
free
to
have
that
open
conversation.
If
other
agencies
are
doing
certain
things
make
sure
that
you
hold
them
accountable.
G
Just
like
we
don't
mind
being
held
accountable
for
what
we
do.
But
please
do
not
paint
us
with
the
same
brush
just
because
our
Brethren
or
sisters
have
committed
a
misstep
or
something
heinous
judges
for
what
we
do,
and
that's
all
that
I
can
ask
for
this
Council
or
this
community,
that
you
judge
the
Pittsburgh
Bureau
of
police
for
what
we
do
right,
wrong
or
indifferent
and
we'll
be
happy
to
accept.
G
Responsibility
and
I
would
also
ask
this
Administration
to
show
some
decency
and
support
for
Tom
sankrachi
for
the
work
he's
had
to
put
in
while
he's
the
interim
Chief,
not
knowing
whether
or
not
he
keeps
his
job
and
that's
not
because
he
and
I
agree,
because
he
and
I
fight
and
Joe
Nicholas
will
tell
you
like
crazy
in
a
room.
But
he
needs
to
be
shown
that
Jesus.
He
respect
the
30
plus
years
of
service
and
what
he's
done
for
this
police
force
while
he's
been
operating
with
minimal
support,
yep.
A
Thank
you
very
much.
You're
welcome
and
I
want
to
thank
everybody
again
and
I
will
say.
Yes,
absolutely
absolutely
I
will
say:
I
have
the
utmost
respect
for
his
Tom
steering
grecky
too,
and
for
all
of
our
police
officers
and
I.
Think
what
you
say
is
important.
You
know:
I've
pulled
the
records
of
our
Pittsburgh
Police
Department.
A
In
the
last
three
years,
I
went
back
for
police
stops
and
you
know
52
000
plus
stops
and
this
Police
Department
had
one
shooting
and
that
shot
was
fired
at
the
police
officer
first
and
he
returned
shot
on
fire.
So
so
our
record
here
and
I
know
that
men
and
women
who
are
on
this
Pittsburgh,
Police,
Force
I,
know
I,
have
nothing
but
respect
for
you
all
and
I
think
most
of
the
people
at
the
state
will
do
as
well
councilman
cross
this.
A
A
I
A
H
C
A
A
Else,
good
Council
want
any
of
you
guys
have
any
questions
you
guys
have
anything
to
add,
but
with
that
you
know,
I
hope
the
conversation
begins
and
the
cooperation
begins
between
the
union
and
the
administration
and
I
hope
we
can
come
up
with
some
answers
to
what
a
very
difficult
question
so
with
that
we're
adjourned.
Thank
you
very
much.